AGREEMENT BETWEEN THE PACHECO UNION … 7: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION 14 7.1 Work...

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AGREEMENT

BETWEEN

THE PACHECO UNION SCHOOL DISTRICT

AND

CALIFORNIA SCHOOL EMPLOYEES ASSOCIATION CHAPTER #681

July 1, 2009 through June 30, 2012

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TABLE OF CONTENTS

ARTICLE 1: AGREEMENT ……………………………………….…………… 3

ARTICLE 2: RECOGNITION……………………………………….………….. 4

ARTICLE 3: ORGANIZATIONAL RIGHTS…………………………………… 5

ARTICLE 4: EMPLOYER RIGHTS……………………………………………. 7

ARTICLE 5: ORGANIZATIONAL SECURITY……………………………….. 8

5.1 Purpose………………………..…………………………. 8

5.2 Dues and Service………………………..……………… 8

5.3 Payments to CSEA……………………………………… 10

5.4 Notice to Employees…………………………………… 10

5.5 Indemnification and Holding Harmless…………….. 11

5.6 Direct Payment………………………………………….. 11

5.7 Grievability………………………………………………. 11

ARTICLE 6: EMPLOYEE EVALUATION PROCEDURES…………………. 12

6.1 Work Performance Evaluation Procedures………… 12

6.2 Employee Personnel Files…………………………….. 12

ARTICLE 7: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION 14

7.1 Work Week and Work Day…………………………….. 14

7.2 Meal Period………………………………………………. 15

7.3 Rest Period………………………………………………. 15

7.4 Overtime Compensation………………………………. 15

7.5 Call Back………………………………………………….. 17

7.6 Substitute Work…………………………………………. 17

7.7 Emergency School Closure…………………………… 17

7.8 Increase in Hours……………………………………….. 18

7.9 Summer Positions ……………………………………… 19

ARTICLE 8: COMPENSATION ……………………………………………… 20

8.1 Wages ………………………………………………. 20

8.2 Insurance Benefits………………………………………. 20

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8.3 Uniform……………………………………………………. 22

8.4 Automobile Mileage……………………………………… 22

8.5 Travel Expense Reimbursement……………….……… 22

8.6 Professional Growth Stipend…………………………… 23

8.7 Longevity Stipends………………………………………. 23

ARTICLE 9: HOLIDAYS…………………………………………………………. 25

ARTICLE 10: VACATION…………………………………………………………. 27

ARTICLE 11: LEAVE POLICIES…………………………………………………. 29

11.1 Bereavement Leave………………………………………. 29

11.2 Jury Duty……………………………………………………. 29

11.3 Military Leave………………………………………………. 30

11.4 Sick Leave………………………………………………….. 30

11.5 Industrial Accident and Illness Leave…………………. 32

11.6 Personal Necessity Leave……………………………….. 34

11.7 Personal Leave…………………………………………….. 36

11.8 Child Care Leave…………………………………………… 37

11.9 Family Medical Leave……………………………………… 37

11.10 Other Leave Without Pay…………………………………. 37

ARTICLE 12: TRANSFER PROCEDURES………………………………………. 38

12.1 Definition…………………………………………………….. 38

12.2 Transfer Procedures………………………………………. 38

12.3 Transfer Requests…………………………………………. 38

12.4 Transfers Not Requested by Employee………………… 39

ARTICLE 13: POSTING OF VACANCIES………………………………………… 40

ARTICLE 14: PROCEDURE FOR PROCESSING GRIEVANCES……………., 41

14.1 Definitions…………………………………………………… 41

14.2 Informal Level………………………………………………. 41

14.3 Formal Level………………………………………………… 41

14.4 General Provisions………………………………………… 43

ARTICLE 15: SAFETY CONDITIONS OF EMPLOYMENT…………………….. 45

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ARTICLE 16: LAYOFF AND REMPLOYMENT………………………………….. 46

16.1 Layoff Procedures…………………………………………. 46

16.2 Notice of Layoff…………………………………………….. 47

16.3 Reemployment……………………………………………… 48

16.4 Retirement and Layoff…………………………………….. 50

16.5 General Provision………………………………………….. 50

ARTICLE 17: DISCIPLINE…………………………………………………………. 51

17.1 Definition of Probationary Period and Permanent Status 51

17.2 Definition of Discipline……………………………………. 51

17.3 Causes……………………………………………………….. 51

17.4 Notice of Preliminary Disciplinary Action……………… 53

17.5 Employee Response to Preliminary Notice of

Disciplinary Action…………………………………………. 54

17.6 Notice of Disciplinary Action………………….………….. 54

17.7 Appeal………………………………………………………… 54

ARTICLE 18: TRANSPORTATION…………………………………………………. 55

18.1 Field Trips…………………………………………………….. 55

18.2 Substitute Drivers……………………………………………. 55

18.3 Extra Scheduled Runs……………………………………. ... 55

18.4 Required Bus Driver Training……………………………... 55

18.5 Required License……………………………………………. 55

ARTICLE 19: SAVINGS PROVISION……………………………………………… 56

ARTICLE 20: EFFECT OF AGREEMENT…………………………………………. 57

ARTICLE 21: EMERGENCY PROVISION…………………………………………. 58

ARTICLE 22: CONCERTED ACTIVITIES…………………………………………. 59

ARTICLE 23: COMPLETION OF MEET AND NEGOTIATION…………………. 60

ARTICLE 24: TERM………………………………………………………………….. 61

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APPENDIX A SALARY SCHEDULE……………………………………………….. 62

APPENDIX B PLACEMENT ON SALARY SCHEDULE…………………………. 63

APPENDIX C CLASSIFIED EMPLOYEE HEALTH INSURANCE BENEFITS

REGULATIONS………………………………………………………. 64

APPENDIX D FAMILY MEDICAL LEAVE…………………………………………. 65

APPENDIX E JOB DESCRIPTIONS……………………………………………….. 66

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INTENTIONALLY BLANK

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ARTICLE 1: AGREEMENT

1.1 This is an Agreement made and entered into the 1st day of July 2006, by and

between the Pacheco Union School District, hereinafter referred to as "District,"

and the Pacheco-Prairie Chapter #681 of the California School Employees

Association, hereinafter referred to as "Association."

1.2 This Agreement is entered into pursuant to Chapter 10.7, Sections 3540-3549 of

the California Government Code.

ARTICLE 2: RECOGNITION The District confirms its recognition of the Association as the exclusive representative for

that unit of classified employees previously filed with the Public Employment Relations

Board. This Agreement applies only to classified District employees included in this

representation unit.

ARTICLE 3: ORGANIZATIONAL RIGHTS

3.1 The Association agrees that its officials, including but not limited to Job

Representatives, shall contact employees only outside of working hours and shall

conduct Association business only outside of the respective employee's working

hours. The District agrees to grant the Association access to employee work

locations during the lunch break or before or after normal working hours with the

approval of the immediate supervisor of the work location and in conformance with

District policies.

3.2 The Association shall have the right to post notices of activities and matters of

Association concern on employee bulletin boards in conformance with District

policies. At least a portion of one bulletin board shall be provided in each school

building for this purpose. Such communications to employees shall be posted only

on the designated bulletin board.

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Article 3 continued

3.3 The Association may use District facilities, when not otherwise in use, for the

purpose of meetings concerned with the exercise of the rights guaranteed by the

Educational Employment Relations Act. District policies regulating the use of

facilities must be followed.

3.4 Upon request, by February 1st, the District shall provide the Association with a

seniority list of unit members by March 1st of each year of this Agreement. The

District will provide the Association with a seniority list for purposes of lay-offs of all

classified employees in the District. Such list shall be provided upon request of the

Association within ten (10) calendar days of the service of lay-off notices to

members of the bargaining unit.

3.5 The District shall print and distribute to every existing unit member a copy of this

Agreement within a reasonable time after its ratification. The District will also

provide a copy to each new unit member employed during the life of the

Agreement.

3.6 Notices required by this Agreement or by law shall be delivered in writing either by

hand or United States First Class mail or certified mail as appropriate –(i.e.

disciplinary or layoff notices) to the last known address of the Chapter President

and the Labor Relations Representative.

ARTICLE 4: EMPLOYER RIGHTS

4.1 It is understood and agreed that the District retains all of its powers and authority to

direct, manage and control to the full extent of the law.

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Article 4 continued.

4.2 The District's exercise of its powers, rights, authority, duties and responsibilities; the

adoption of policies, rules, regulations and practices in furtherance thereof; and the

use of judgment and discretion in connection therewith, shall be limited only by the

specific and express terms of this Agreement, and then only to the extent such

specific and express terms are in conformance with the law.

ARTICLE 5: ORGANIZATIONAL SECURITY

5.1 Purpose

It is the intent of the parties to implement the fair share service fee provisions of

Government Code Section 3546.

5.2 Dues and Service Fee Deductions

5.2.1 Exclusive Rights to Membership Dues and Service Fees CSEA shall have

the sole and exclusive right to have membership dues and service fees

deducted from wages paid by the District to employees in the bargaining

unit.

5.2.2 Dues Deduction

The District shall deduct in accordance with the CSEA Dues and Service

Fee Schedule dues from the wages of all Unit Members who are members

of CSEA on the date of the execution of this agreement, and who have

submitted dues authorization forms to the District, or who, after the date of

execution of this agreement, become members of CSEA and submit to the

District a dues authorization form.

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Article 5 continued.

5.2.3 Maintenance of Membership

Unit members who are members of CSEA on the effective date of this

agreement, or who became members of CSEA during the term of this

agreement, shall maintain their membership in CSEA during the term of this

agreement; or, in the alternative, the District shall deduct from the salaries of

such unit members a service fee as set forth in 5.2.4

5.2.4 Maintenance of Membership

Pursuant to Government Code Section 3546 (a), upon written request from

CSEA, employees in the bargaining unit who are not members of CSEA as

of March 1, 2001, and employees who hereafter come into the bargaining

unit, shall either apply for membership and execute an authorization for dues

deduction on a form provided by CSEA, or in the alternative the District shall

deduct from the salaries of such unit members a service fee equal to the

CSEA Dues and Service Fee Schedule (consistent with Education Code

45168 and 45061) and payable to CSEA for the representational duties

required under the Educational Employment Relations Act.

5.2.5 Religious Objections

A. Any unit member who is a member of a religious body whose traditional

tenets or teachings include objections to joining or paying service fees to

employee organizations shall not be required to join and maintain

membership in or pay service fees to CSEA as a condition of employment.

However, such unit member shall be required, in lieu of a service fee

required by this agreement to pay sums equal to such service fee to one of

the following nonreligious, non-labor organization, charitable funds exempt

from taxation under Section 501 (c)(3) of Title 26 of the Internal Revenue

Code:

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ARTICLE 5 Continued

Make A Wish Foundation

Cancer Society

Big Brothers/Big Sisters

B. Any unit member claiming this religious exemption must file a written request

for exemption with CSEA. If the request is granted, the unit member shall,

as a condition of continued exemption from the requirement of paying

service fees to CSEA, furnish CSEA with copies of receipts from the charity

selected, as proof that such payments have been made, or shall authorize

payroll deduction of such payments.

5.2.6 Effective Date for Payment of Dues and Fees

No unit member shall be obligated to pay dues or service fees to CSEA until

the first of the month following 30 calendar days after the employee first

comes into the bargaining unit.

5.3 Payments to CSEA

The District shall pay to CSEA within 20 days of the deduction all sums deducted.

Along with each monthly payment to CSEA, the District shall furnish CSEA with a

list of all unit members indicating the amount deducted.

5.4 Notices to Employees

CSEA will furnish all service fee payers with an adequate explanation of the basis

for the fee and the calculation of that portion of the fee which is chargeable to

activities related to collective bargaining. CSEA will provide all service fee payers

with a reasonably prompt opportunity to challenge this calculation before an

impartial decision maker and will deposit into an interest-bearing escrow account all

amounts reasonably in dispute while such challenges are pending. Such actions

shall be in accordance with all Public Employment Relations Board and all other

legal requirements.

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ARTICLE 5: (Continued)

5.5 Indemnification and Holding Harmless

5.5.1 CSEA agrees to reimburse the District, its officers and agents for reasonable

attorney’s fees and legal costs incurred after notice to CSEA in defending

against any court or administrative action challenging the legality of the

organizational security provisions of the agreement or implementation

thereof.

5.5.2 CSEA agrees to reimburse the District, its officers and agents for any award

or compromise of damages or liability arising out of any court or

administrative action challenging the legality of the organizational security

provisions of this agreement or the implementation thereof, provided the

District has complied with the terms of this Article and has promptly notified

CSEA of its awareness of such an action.

5.5.3 CSEA shall have the exclusive right to decide and determine whether any

such action shall be compromised, resisted, defended, tried or appealed.

5.6 Direct Payment

Nothing contained herein shall prohibit a unit member from paying service fees

directly to CSEA. The District shall immediately notify the CSEA Chapter

Treasurer if any member of the bargaining unit revokes dues, service fee or

payment in lieu of service fee deduction authorization.

5.7 Grievability

This Article shall not be subject to the arbitration of the grievance procedure.

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ARTICLE 6: EMPLOYEE EVALUATION PROCEDURES 6.1 Work Performance Evaluation Procedures

6.1.1 Each probationary status unit member shall receive a written work

performance evaluation by the immediate supervisor not less than twice

during the probationary period, which shall be six (6) work months. Each

permanent status unit member shall receive a written work performance

evaluation by the immediate supervisor at least once each year. The

"immediate supervisor" is the first level administrator or supervisor having

immediate jurisdiction over the employee and who has been designated by

the District to complete performance evaluations.

6.1.2 The immediate supervisor shall discuss each such written evaluation with

the employee and shall provide the employee with a copy.

6.1.3 Any negative written performance evaluation shall include recommendations

for improvement in cited deficiencies.

6.1.4 The employee shall have the right to respond to negative written

performance evaluations in accordance with Section 6.2.3 below.

6.2 Employee Personnel Files:

6.2.1 An employee may inspect material in his/her personnel file which may serve

as a basis for affecting the status of his/her employment except materials

which:

(a) are obtained prior to his/her employment;

(b) were prepared by identifiable examination committee members, or

(c) were obtained in connection with a promotional examination

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6.2.2 An employee may inspect such materials in his/her personnel file, with the

exception of the above specified items, during the normal business hours of

the District Central Office at times other than when the employee is required

to render service. Such inspection shall take place under the supervision of

a District administrator or designee. Association representatives may so

inspect an employee's personnel file with the written authorization of the

employee.

6.2.3 No materials of a derogatory nature, except the above specified items, may

be placed in an employee's personnel file without allowing the employee an

opportunity to review and comment thereon during a fifteen (15) working

day period. An employee shall have the right to enter, and have attached to

any such derogatory statement, his/her own comments thereon. The review

and comment upon materials of a derogatory nature shall take place during

the normal business hours of the District Central Office and at times when

the employee can be spared from duty, as determined by the supervisor.

The employee shall be released from duty without loss of pay. The

employee shall submit a request in advance to the supervisor to leave the

normal place of work during assigned duty times for such review and

comment.

6.2.4 All material placed in an employee's personnel file shall be dated and signed

by the contributor.

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ARTICLE 7: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION 7.1 Work Week and Work Day

7.1.1 Full-time employment within this representative unit consists of a forty (40)

hour work week rendered in units of eight (8) hours. The regular work week

shall consist of up to five (5) consecutive work days for all employees

rendering service averaging four (4) hours or more per day during the work

week.

7.1.2 The regular minimum work day, work week, and work year for all unit

members shall be established and fixed by the District. Except for grounds

personnel, the District shall maintain a Monday through Friday work week for

all existing unit members so assigned as of the effective date of this

Agreement. By mutual agreement of the District and the existing employee,

such work week may be modified. The District shall assign unit members

employed after the effective date of this Agreement to a work week as

determined by the District.

The District shall not modify a work week for purposes of avoiding the

payment of overtime.

7.1.3 The District retains the right to extend the regular work day or work week of

employees when it deems it necessary to carry out the District's business.

7.1.4 A part-time unit member who is assigned to work a minimum of thirty (30)

minutes per day in excess of his/her regular assignment for a period of

twenty (20) consecutive working days or more, shall have the basic

assignment changed to reflect the longer hours for the purposes of benefit

proration.

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Article 7 Continued

7.1.5. As agreed August 24, 2010. The work year of all unit members shall be

reduced by two working days for the 2010-11 and 2011-2012 school years.

The 2010-2011 and 2011-12 school year shall be reduced by two days.

Therefore, unit members who work the regular pupil attendance days shall

work two fewer days as determined by the school calendar. Unit members

who work more than 190 days shall consult with their supervisor regarding

which two days of work shall be reduced by mutual agreement.

7.1.6. As agreed August 25, 2010. The district will prepare and distribute a

calendar of pupil attendance days for the 2010-2011 and 2011-2012 school

years.

7.2 Meal Period

A non-compensated meal period of between thirty (30) and sixty (60) minutes shall

be provided all unit members (including all food service employees) who render

service of at least six (6) consecutive hours. The length of the meal period shall be

determined by the supervisor. The supervisor shall assign the meal period to be

taken as soon after the conclusion of four (4) hours of service as possible. Except

in the event of an emergency, the meal period shall be duty free. For the purposes

of this provision, an "emergency" is defined as an event which potentially involves

injury to a person or damage to property.

7.3 Rest Period

A fifteen (15) minute compensated rest period shall be provided members of the

unit for each three and one-half (3 1/2) hour period of service. This rest period

shall be taken at the direction of the supervisor at or near the midpoint of each

three and one-half hour (3 1/2) period of service.

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Article 7 Continued

7.4 Overtime Compensation

Consistent with applicable provisions of law (i.e., the Federal Fair Labor Standards

Act):

7.4.1 Overtime compensation shall be provided unit members who are directed

and authorized by the immediate supervisor to work in excess of eight (8)

hours in any one (1) day, or in excess of forty (40) hours in any work week.

7.4.2 Unit members directed and authorized by the immediate supervisor and who

provide service to the District for five (5) consecutive work days averaging

four (4) hours or more per day shall be provided overtime compensation on

the sixth (6th) and seventh (7th) day following the commencement of the

work week.

7.4.3 Unit members directed and authorized by the immediate supervisor and

whose average work day is less than four (4) hours shall be provided

overtime compensation on the seventh (7th) day following the

commencement of the work week.

7.4.4 For the purpose of computing the number of hours worked, time during

which an employee is excused from work because of holidays, Sick Leave,

vacation, compensatory time off, or other paid leave of absence shall be

considered as time worked by the employee. All time during which a unit

member is directed and authorized by the immediate supervisor to be on

duty and to perform service shall also be considered as time worked.

7.4.5 For authorized overtime worked, a unit member shall be compensated equal

to time and one-half of the employee's regular rate of pay, or at the option of

the District, shall receive compensatory time off at the time and one-half of

the employee's regular rate of pay. Employees authorized by the District to

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Article 7 Continued

take compensatory time off in lieu of cash compensation for authorized

overtime shall take the compensatory time off, as approved by the District,

within six (6) calendar months following the month overtime service was

rendered. If the employee is unable to take the time, or if the District

rejects an employee's request for compensatory time, the unit member shall

be compensated in the form of pay as set forth herein.

7.4.6 The intent of the parties is to provide total compensation or compensatory

time off of one and one-half times the regular rate of pay and to avoid

"pyramiding" of overtime worked.

7.4.7 Specifically excluded from any overtime compensation for work in excess of

eight (8) hours in one (1) day are security patrol and recreation classes.

7.5 Call Back

A unit member assigned to work by the immediate supervisor on a work day after

normal working hours or on a day not scheduled to be worked, shall receive at least

two (2) hours of work at the appropriate rate of pay. This provision shall not apply

to any employee who is assigned, prior to leaving work, to work beyond the normal

work day. This provision shall also not apply to security patrol and recreation

classes.

Bus drivers shall be paid at least four (4) hours at the appropriate rate of pay for a

field trip on a non-school day.

7.6 Substitute Work

When a regular employee is absent for a period of time exceeding five (5) days,

other regular employees shall not be required to assume, in conjunction with their

regular jobs, any or all portions of the absent employee’s work.

Definitions: Substitute:

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Article 7 Continued

Any person employed to replace any classified employee who is temporarily absent

from duty.

7.7 Emergency School Closure

In the event that school is closed on a regular scheduled school day due to

inclement weather or other reasons such as a power failure, the following

provisions shall be observed:

7.7.1 Employees who are excused from work by the immediate supervisor after

the commencement of the work day shall be paid their regular rate of pay.

7.7.2 Employees who are notified either personally by a supervisor or by an

announcement on a local radio station prior to commencement of the work

day that school is closed shall:

(a) 12 Month Employees: Report for work unless otherwise instructed

by the supervisor. In the event that employees are instructed by the

supervisor not to report to work or are not able to report for work due

to unsafe driving conditions, the work day may be charged either to

available Personal Necessity Leave or vacation, at the employee's

option.

(b) School Day Employees: Observe an alternate work day later in the

school year, as designated by the District. The work day missed due

to the school closure shall be treated as a day without pay.

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Article 7 Continued

7.8 Increases in Hours

An increase in time shall be offered to current employees based on qualifications.

The most senior qualified employee shall be offered the increase first.

When an increase in hours occurs in a current assignment the incumbent shall be

offered the increase. If the incumbent declines the offer, current employees shall

be offered based on seniority in that classification. If no employee in the

classification accepts the increase, it shall be offered to current employees based

on seniority of those most qualified.

7.9 Summer Positions

Pacheco Union School District employees shall be offered summer positions before

outside candidates, providing they are qualified to fill the existing need. Hiring of

summer positions shall be by an interview process. The interview panel shall

include at least one classified employee who has had experience with the job in

question. Interview scores being equal, length of employment with the district shall

be determining factor. If an employee is not selected, they shall be entitled to a

meeting with the Superintendent or designee to discuss the reasons why he/she

was not selected.

7.9.1 Post open summer positions before May 30 of each school year.

7.9.2 Summer eligibility list requests to be sent to District Office by May 1.

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ARTICLE 8: COMPENSATION

8.1 Wages

Employees covered by this Agreement shall be paid wages as provided in the

attached Appendix “A". Unit members who are not actively employed as of the

effective date of these amendments shall be paid any retroactive wage increase to

which they are entitled only if they file a claim with the District Office within thirty

(30) calendar days after a request to do so is mailed to the employee's last known

address.

8.1.1 The District shall provide for each employee with the first payroll check of the

beginning school year and at any time a change occurs (e.g., step raise,

increase in hours), a detailed explanation of compensation calculations in a

form that can be easily understood and has the approval of the bargaining

unit. Once this form has been developed and put into use, it cannot be

changed or altered without the approval of the bargaining unit.

8.1.2. As agreed May 2, 2007. Any Paraprofessional employed as of May 2, 2007

who may be assigned yard duty will be paid on the Paraprofessional salary

rate, not the Yard Duty rate.

8.1.3. As agreed June 30, 2009. SCD and SC Paraprofessionals. Special day

classroom Paraprofessionals and South County Paraprofessionals shall

receive %5 on top of salary schedule. Range 2 plus 5%.

8.2 Insurance Benefits

8.2.1 Medical Insurance

(A) Each unit member that works twenty (20) hours or more per week but

less than thirty (30) hours per week for ten (10) or more months

(including school term assignments) shall be eligible for a prorated

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Article 8 Continued

portion of medical, dental and/or vision insurance. Proration shall be

based upon seven hours (7) per day equals 100%.

For example, if a unit member works five hours per day and elects to

have benefits, the district shall pay 71.4% and the employee shall pay

28.6%.

(B) Each unit member who is regularly assigned to work thirty (30) hours

or more per week shall also be eligible to receive the current District

paid medical, dental and vision insurance for covered employees and

their dependents.

(C) The maximum amount paid by the District for medical insurance

premiums shall be $7,500.

(D) Any employee receiving benefits as of December 1, 1996 shall not be

impacted by this agreement on proration of benefits.

8.2.2 Unit members shall reimburse the District by payroll deduction for any costs

of the above insurance coverages not borne by the District.

All part time employees who are not eligible for District Paid medical

insurance may purchase insurance through the District. If the amount owed

is more than the employee’s net pay, the employee must pay the difference

one (1) month in advance. This provision is subject to the written rules and

regulations of the District’s insurance carrier. The annual amount owed by

unit members shall be divided and deducted equally for each month that a

payroll warrant is issued.

8.2.3 A unit member on an unpaid leave of absence may participate at the

employee's option and at his/her expense, in any of the above insurance

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ARTICLE 8 (Continued)

coverages during the period of the leave, subject to the approval of the

insurance carriers. If such an option is selected by an employee, premiums

shall be paid to the District's designee on a quarterly basis in advance.

8.2.4 It is agreed and understood that any premium increases in the above

insurance plans in a future fiscal year shall be considered an integral part of

the total classified compensation package for that year. It is further agreed

and understood that the Board of Trustees of the California Valued Trust

may modify the plans, coverages, carriers, premiums and benefits of the

above specified medical insurance programs.

8.2.5 As agreed June 30, 2009.The 403b and 457 Plans may be taken by any unit

member wishing to participate. Employees participating in the 403b plan

shall have all cost covered by the district.

8.3 Uniforms

The District may require unit members to wear a distinctive uniform and items of

identification. As determined by the District, the purchase, lease or rental of such

uniforms, equipment, identification badges, emblems and cards required by the

District shall be borne by the District.

8.4 Automobile Mileage Expense Reimbursement

A unit member who is authorized in advance by the supervisor to use his/her

personal automobile in the performance of duties shall be reimbursed at the I.R.S.

approved rate per mile. To be eligible for such mileage reimbursement, an

employee must follow District approval and claim procedures.

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Article 8 Continued

8.5 Travel Expense Reimbursement

A unit member shall be reimbursed for the cost of meals and lodging incurred while

in the performance of duties, subject to the following conditions:

8.5.1 Lodging reimbursement shall be for the actual necessary cost, it shall be

subject to the prior approval of the Superintendent or designee.

8.5.2 Meal reimbursement shall be based on $38.00 per diem rate.

Breakfast: $10.00; Lunch: $12.00; Dinner: $16.00

8.5.3 To be eligible for expense reimbursement, employees must comply with the

District policies concerning required prior approval and expense claim filing

and verification.

8.6 Professional Growth Stipend

Unit members shall be eligible to receive Professional Growth Stipends subject to

the following conditions:

(a) Each such stipend shall be a $300.00 one-time payment.

(b) Each unit member is eligible to be paid one such stipend during each fiscal

year during the life of this Agreement.

(c) Each such stipend requires the successful completion of three (3) semester

units of college or university courses from an accredited institution. Such

courses must be completed during the fiscal year for which the stipend is

paid. Such courses must be directly related to the employee's work

assignment. All such courses are subject to the prior approval of the

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Article 8 Continued

Superintendent. Such course work shall include formal classroom

instruction, correspondence courses, or distant learning courses.

8.7 Longevity Stipends

8.7.1 Longevity stipends shall be based on total years of service. All years of

service shall be counted and such years need not be continuous as long as

any break in service does not exceed one (1) year.

8.7.2 Unit members shall be paid the following longevity stipends:

After completion of ten (10) years of District service - $400.00 annually;

after completion of fifteen (15) years of District service -$600.00 annually;

after completion of twenty (20) years of District service -$800.00 annually;

after completion of twenty-five (25) years of District service -$1,000.00;

after completion of thirty (30) years of District service - $1,200.00 annually.

8.7.3 For the purposes of this section only, "year of District service" shall be

defined as any fiscal year in which an employee is in paid service for at least

six months for at least ten (10) working days.

8.7.4 Eligibility for a longevity stipend shall not be affected by salary adjustments

made for other reasons. (e.g., reclassification, promotion).

8.7.5 Payment of said stipends shall commence as of the first of the fiscal year

following the year in which the employee meets the stated service

requirement.

8.7.6 Payment of the stipend shall be on a monthly basis or in a lump sum at the

end of the fiscal year or date of hire, upon the election of the employee.

Such election of payment method shall not be changed during the fiscal

year.

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ARTICLE 9: HOLIDAYS 9.1 The following shall be the holiday schedule for unit members:

1. July 4 - Independence Day

2. The first Monday in September - Labor Day

3. September 9 - Admission Day (In the event that the District operates school

on the Admission Day holiday, an alternate holiday shall be designated by

mutual agreement of the District and the Assoc.)

4. November 11 - Veteran's Day

5. The fourth Thursday in November - Thanksgiving Holiday

6. The Friday following the fourth Thursday in November

7. December 25

8. Work day preceding December 25 - Christmas holidays

9. January 1 - New Year's Day

10. The third Monday in January - Martin Luther King, Jr. Day

11. See below*

12. The third Monday in February - President's Day

13. The last Monday in May - Memorial Day

*The second Monday in February - Lincoln's Day (Subject to the negotiated school

calendar and required waiver from the State Board of Education).

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ARTICLE 9: (Continued) 9.2 To be entitled to any of the above paid holidays, a unit member must be in a paid

status during any portion of the working day immediately preceding or succeeding

the holiday. Unit members who are not normally assigned to duty during the school

holidays of December 25, the work day preceding, and January 1, shall be paid for

those holidays provided that they were in a paid status during any portion of the

working day of their normal assignment immediately preceding or succeeding the

holiday period.

9.3 If a day other than September 9 (Admission Day) is designated as a holiday, a unit

member will be entitled to the alternative paid holiday if he/she were in paid status

during any portion of the working day preceding or succeeding the regular

Admission Day holiday.

9.4 Unit members assigned by the District to work on one of the above holidays shall

be paid or given compensatory time off for such work, in addition to the regular rate

of pay, at one and one-half time the regular rate of pay.

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ARTICLE 10: VACATION 10.1 Paid vacation leave shall accrue for all unit members at the following rates:

10.1.1 Contracted Days

Calendar Years of District Service Work Days of Vacation

One - Five (1-5) 12 (1 day per work month)

Six - Ten (6-10) 17 (1.42 days per work month)

Eleven - Fourteen (11-14) 20 (1.67 days per work month)

Fifteen - Twenty (15 - 20) 23 (1.92 days per work month)

Twenty-one and over (21 – over) 25 (2.08 days per work month)

Work Month

10 month employees 180-190 days worked per year



10.1.2 Daily Extra Hours

Extra hours vacation shall accrue on hours beyond contracted hours per

day, up to eight (8) hours, at the following rates:

1-5 years .04615

6-10 years .06554

11-14 years .07708

15 -20 years .08862

21 + years .09600

10.1.3 Every classified employee shall be deemed to be employed for 12 months

during each school year regardless of the number of months in which he/she

is normally in paid status.

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10.2 Upon separation from service, a unit member shall be entitled to lump-sum

compensation for all earned and unused vacation, except those employees who

have not completed six (6) months of District employment in regular status shall not

be entitled to such compensation.

10.3 A holiday falling within a vacation period shall not constitute a vacation day. 10.3 Accrued vacation may be taken at any time during the year, with the approval of

employee's supervisor. However, it is intended that accrued vacation be utilized

within a reasonable time after being earned. If the employee is unable to take the

full accrued vacation, the amount not taken shall accumulate for use in the next

year or be paid for in cash, depending on the needs of the District. The maximum

vacation which may be accumulated shall be one years' allowance, unless

otherwise authorized by the District. An employee must be employed for a period

of six (6) months before vacation can be taken.

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ARTICLE 11: LEAVE POLICIES 11.1 Bereavement Leave

11.1.1 A unit member shall be entitled to a maximum of three (3) days leave

of absence without loss of pay for the death of any member of his/her

immediate family. An additional leave of up to two (2) days shall be

granted if travel out-of-state or in excess of 200 miles is required.

11.1.2 Member of the "Immediate Family" is defined as the parent (including

step parent), grandmother, grandfather, or grandchild of the employee

or of the spouse of the employee, and the spouse, child (including the

step child), son-in-law, daughter-in-law, brother or sister of the

employee, or any person residing in the immediate household of the

employee.

11.2 Jury Duty

11.2.1 A unit member is entitled to a leave to appear for trial jury duty. An

employee shall receive his or her regular pay.

11.2.2 Proper prior notification shall be given to the immediate supervisor

and the District's absence reporting form shall be completed by the

employee upon return to duty.

11.2.3 Any work day during which a unit member whose regular shift

commences at 3:30 P.M. or after, serves as juror, he/she shall be

relieved from work with pay.

11.2.4 In the event the employee is excused from duty prior to the last half of

the workday, the employee shall return to duty.

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11.3 Military Leave

Employees covered by this Agreement are entitled to appropriate Military Leave of

absence provided by applicable law.

11.4 Sick Leave

11.4.1 Unit members employed five (5) days a week shall be entitled to

twelve (12) days leave of absence for illness or injury with full pay for

a fiscal year of service. Unit members employed for less than five (5)

days a week and/or less than a full fiscal year, are entitled to Sick

Leave as follows:

(a) A unit member employed five days a week, who is employed for less

than a full fiscal year is entitled to that proportion of twelve (12) days

leave of absence for illness or injury as the number of months he/she

is employed bears to twelve.

(b) A unit member employed less than five (5) days a week shall be

entitled, for a fiscal year of service, to that proportion of twelve (12)

days leave of absence for illness or injury as the number of days

he/she is employed per week bears to five. When such persons are

employed for less than a full fiscal year of service, this and the

preceding paragraph shall determine that proportion of leave of

absence for illness or injury to which they are entitled.

11.4.2 Unit members may accumulate unused Sick Leave without limitation.

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11.4.3 The District may require a doctor's verification as condition of

payment of Sick Leave of any absence of greater than three (3)

consecutive work days or of more than three (3) absences coinciding

with a weekend, vacation or holiday in any one school year, or in the

event of a concerted activity.

11.4.4 Employees shall notify their immediate supervisor or designate in

advance of taking any Sick Leave and in advance of returning to work

after Sick Leave, pursuant to District policies and procedures.

11.4.5 Employees returning to work from Sick Leave after surgery or serious

illness, upon the request of the District, must provide a doctor's

release certifying medical permission to return to work.

11.4.6 When an employee is absent from duties on account of illness or

accident for a period of five (5) months or less, the amount deducted

from the salary due the employee for any month in which the absence

occurs shall not exceed the sum actually paid any substitute

employee employed to fill the position during the absence. In the

event a substitute is not employed, the salary a substitute would have

been paid shall be used for deduction purposes for this section.

11.4.7 Pregnancy Disability Leave

Unit members are entitled to use Sick Leave as set forth above for

disabilities caused or contributed to by pregnancy, miscarriage,

childbirth and recovery there from, on the same terms and conditions

governing leaves of absence for other illness or medical disability.

Such leave shall not be used for childcare, child rearing or

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preparation for childbearing, but shall be limited to those disabilities

set forth above.

11.4.8 Donation of Sick Leave

On an individual basis, unit members may donate hours up to the

equivalent of one work week of sick leave to a unit member who has

exhausted all paid leave entitlement due to a serious long-term illness

or injury to self or member of immediate family (see 11.1.2 for

definition of immediate family). Donations may not be made more

than once during a school year to the same unit member. For

purposes of this agreement a donated hour of sick leave shall count

as one hour regardless of pay scale.

11.5 Industrial Accident and Illness Leave

11.5.1 Unit members who have completed six (6) months of continuous

Active District service shall be eligible for leave of absence because

of industrial accident or illness which the District's industrial accident

insurance carrier considers a valid claim. Allowable leaves shall be

for not more than sixty (60) service days in any one (1) fiscal year for

the same accident and shall commence with the first day of

absences.

11.5.2 Leave of absence under this provision shall not be accumulated from

year to year. When the Industrial Accident or Illness Leave overlaps

into the next fiscal year, the employee shall be entitled to only the

amount of unused leave due him/her for the same illness or injury.

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11.5.3 Employees shall be paid such portion of the salary due them for any

month in which absence occurs as, when added to the temporary

disability indemnity under the California Labor Code, will result in

payment to them of not more than their full salaries.

11.5.4 Leave of absence applied for under this provision shall be reduced by

one (1) day for each day of authorized absence, regardless of a

temporary disability indemnity award to the employee.

11.5.5 Industrial Illness and Accident Leave is to be used in lieu of Sick

Leave.

When entitlement to Industrial Illness and Accident Leave has been

exhausted, entitlement to Sick Leave shall then be used. If an

employee is receiving a temporary disability indemnity, the employee

shall be entitled to utilize only so much of his/her Sick Leave and

Vacation Leave which, when added to his/her temporary disability

indemnity, will result in a payment of no more than a full day's wage

or salary. The District in turn shall issue the appropriate salary

warrants for payment of salary and shall deduct normal retirement

and other authorized deductions.

11.5.6 Unless travel outside of California is authorized by the District,

employees receiving benefits under the policy during a period of

illness or injury shall remain in the State of California.

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11.5.7 The District may require a written statement from a physician verifying

an employee's absence under this leave and his/her ability to return to

work.

11.5.8 The District shall inform employees who are out on industrial accident

and illness leave of all rights and responsibilities pertaining to this

leave, up to and including the consequences of an extended leave

under this provision.

The employee shall receive this information within thirty (30) days of

filing a workers’ compensation claim.

11.6 Personal Necessity Leave

11.6.1 Unit members may use a maximum of twenty (20) days of

accumulated Sick Leave in any school year for Personal Necessity

Leave. As agreed August 24, 2011. During the 2010-2011 and 2011-

2012 school years, the maximum number of Personal Necessity days

shall be reduced from twenty (20) to ten (10).

Personal Necessity Leave is for the following purposes:

(a) Death of a member of the immediate family when additional leave is

required beyond that provided under Bereavement Leave.

(b) Accident involving the person or property of the employee, or the

person or property of a member of the immediate family.

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Article 11 Contiunued

(c) Appearance in any court or before any administrative tribunal as a

litigant, party or witness under subpoena or an order made with

jurisdiction.

(d) Religious observances in which requires attendance during the

employee’s regular work day.

(e) One time special occasions for members of the immediate family:

College orientation

Graduation

Special honors

Military

Marriage

Birth of immediate family

(f) Serious illness of a member of the immediate family which requires

the immediate personal attention of the employee. In the event an

employee has exhausted all Personal Necessity Leave (11.6) and

Personal Leave (11.7), they will become eligible for up to an

additional five-days leave to be charged to their sick leave for the

purpose of attending to the serious illness or injury of an immediate

family member for whom the employee is the only alternative as a

primary care giver.

The additional leave will be available once per school year for a

specific incident. This leave will not be cumulative.

(g) Serious circumstances which cannot reasonably be disregarded and

which require the immediate and personal attention of the employee

during assigned hours of service. Such leave shall not be utilized for

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Article 11 Continued

purposes of recreation or recreational travel. If the nature of the leave

is confidential, the employee may sign a statement that the leave

meets this criteria.

(h) Personal Necessity Leave may be extended beyond twenty (20) days

at the discretion of the Superintendent as follows:

1. The extension of Personal Necessity Leave must be for the

purposes defined in section 11.6.1.

2. The unit member shall retain benefits throughout the

extension.

3. The extension must be completed within the school year and is

limited to a maximum of sixty (60) working days. The

combination of Personal Necessity Leave and the extension

may not exceed eighty (80) working days.

11.6.2 "Member of the Immediate Family" shall be as defined in the

Bereavement Leave provision of this Agreement.

11.6.3 The employee must notify the District as far in advance as possible

and must follow District procedures for absence reporting upon return

to work.

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11.7 Personal Leave

11.7.1 An employee shall be entitled to a maximum of two (2) days per

school year for personal leave without loss of pay. Such leave shall

be deducted from accrued sick leave and shall not accumulate from

year to year.

11.7.2 A unit member must secure advance permission for all personal leave

and shall notify their immediate supervisor two (2) days before taking

this time, unless an emergency exists which prohibits the unit

member from providing such advance notice.

11.7.3 Such leave will not be used to extend school holidays without written

permission from the Superintendent.

11.8 Child Care Leave

11.8.1 Unit members may be granted parental Child Care Leave of up to

three (3) months for the purpose of preparing for and caring of a

newly born or a newly adopted child.

11.8.2 Such leave is without pay and benefits of any kind, including, but not

limited to, any paid leaves.

11.8.3 Request for such leave must be made at least thirty (30) work days

prior to the requested beginning date.

11.8.4 The beginning date and duration of such leave shall be at the

discretion of the Board of Trustees.

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11.9 Family/Medical Leave

The Federal Family and Medical Leave Act of 1993 provides for limited leave for

the birth or adoption of a child, placement of a child for foster care, or serious

illness of the employee or of a child, spouse or parent of the employee. To the

extent required by State or Federal law the District will provide unit members

unpaid Family Care/Medical Leave.

11.10 Other Leave Without Pay

11.10.1 Unpaid leave may be approved at the discretion of the District for

reasons not specified under other leave provisions of this Agreement.

11.10.2 Leaves of up to thirty (30) working days may be approved by the

Superintendent or designee. Requests for leaves of greater than

thirty (30) working days may be approved by the Governing Board.

11.10.3 Advance approval is required. Requests are to be made on the

appropriate form and submitted to the District Office.

11.10.4 One full day's pay shall be deducted from the employee's salary for

each day of leave taken.

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ARTICLE 12: TRANSFER PROCEDURES

12.1 Definition

A "transfer" is defined as a change of school site within classification. However,

this procedure does not apply to temporary changes in job location of less than

fifteen (15) working days necessitated by emergency staffing needs.

12.2 Transfer Procedures

The District may transfer unit members, subject only to the following procedures.

Accordingly, alleged violations of the procedures contained in this Article may be

processed through the grievance procedure.

12.3 Transfer Requests

12.3.1 Members of the representation unit may, at any time, submit to the

District Office a written request for transfer within their current class to

another work location or division within the District. Such requests for

transfer shall be on the appropriate District form.


12.3.2 The District Office shall maintain a transfer file of all such requests

received. Such requests shall be considered as appropriate

vacancies occur.

12.3.3 Transfer requests shall be honored before filling vacancies from

outside hiring, provided they are qualified to fill the existing need.

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12.4 Transfers Not Requested by Employee

12.4.1 An advance notice of at least five (5) working days shall be provided

to a unit member in the event of a transfer which he/she has not

requested.

12.4.2 Prior to such a transfer, a unit member may request a meeting with

the Superintendent or designee to discuss the reasons for such

transfer.

12.4.3 A unit member shall also be given an opportunity to be considered for

other transfer vacancies available at the time of the impending

transfer.

12.4.4 Such transfers shall not be made for punitive or disciplinary purposes,

unless the employee has been provided due process procedure

rights. However, such transfers may be made for such reasons as

(including, but not limited to):

(a) Opening or closing of a District facility or program.

(b) Affirmative action/equal employment opportunity

considerations.

(c) Increase or decrease in the staff assigned to a facility or

program.

(d) Improvement in performance deficiencies cited in the affected

unit member's performance evaluation(s).

(e) Improvement in interpersonal working relationships at the

existing work site(s) of the affected unit member.

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ARTICLE 13: POSTING OF VACANCIES

13.1 All unit positions declared vacant shall be posted by the District for not less than

five working days at each work/staff room and on the district web page. The

posting shall include the job site, regular assigned hours, work year, salary range,

and deadline for filing an application for the vacancy.

13.2 Any bargaining unit member with at least the minimum qualifications may apply for

and be considered for any vacancy within the unit by providing written notice to the

Superintendent by the posted deadline.

13.3 The District shall inform all employees submitting requests for consideration for a

vacancy of the disposition of their request. If the employee's request is not granted,

the employee shall be entitled to a meeting with the Superintendent or designee to

discuss the reasons why the request was not granted.

13.4 Vacant positions will not be advertised outside the district before the close of

posting without prior agreement from the bargaining unit.

13.5 Unit members may receive personal notification of vacancies that occur during the

summer by submitting a written request to the District Office.

13.6 Post open summer positions before May 30 of each school year.

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ARTICLE 14: PROCEDURE FOR PROCESSING GRIEVANCES

14.1 Definitions

A "grievance" is an allegation by the grievant that he/she has been affected by a

violation or misapplication of the specific provisions of this Agreement. Matters for

which a specific method of review is provided by law or by the rules and regulations

of the District are not within the scope of this procedure.

A "grievant" is any employee covered by the terms of this Agreement or the

Association. A "day" is any day in which the Central Administrative Office is open

for business. The "Immediate Supervisor" is the lowest level administrator having

immediate jurisdiction over the grievant who has been designated by the District to

adjust grievances.

14.2 Informal Level

Before filing a formal written grievance, the grievant shall attempt to resolve it by an

informal conference with his/her immediate supervisor.

14.3 Formal Level

14.3.1 Level I

Within twenty (20) days after the occurrence of the act or omission

giving rise to the grievance, the grievant must present the grievance in

writing to the immediate supervisor or designee. This statement shall be

a clear, concise statement of the grievance, cite the specific provision of

the Agreement alleged to have been violated, the circumstances involved,

the decision rendered at the informal conference, and the specific remedy

sought.

The supervisor shall communicate his/her decision to the employee in

writing within ten (10) days after receiving the grievance. If the supervisor

does not respond within the time limits, the grievant may appeal to the next

level. Within the above time limits, either party may request a personal

conference.

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14.3.2 Level II

If the grievant is not satisfied with the decision at Level I, he/she may,

within ten (10) days, appeal the decision to the Superintendent or

designee. This statement shall include a copy of the original grievance

and appeal, the decisions rendered and a clear, concise statement of the

reasons and basis for the appeal, including why the decision at the

previous appeal is not acceptable. The Superintendent or designee shall

communicate his/her decision to the grievant within ten (10) days. If the

Superintendent or designee does not respond within the time limits

provided, the grievant may appeal in writing to Level III.

14.3.3 Level III - Arbitration

If the grievant is not satisfied with the decision at Level II, he/she may

within five (5) days refer the decision in writing to the Association with a

copy to the Superintendent. Within twenty (20) days of receipt of this

request, the Association may file with the Superintendent. This

statement shall include a copy of the original grievance and appeal, the

decisions rendered and a clear, concise statement of the reasons for the

appeal.

The District and the Association shall attempt to agree upon an

arbitrator. If the parties are unable to agree upon an arbitrator within

five (5) days, the California State Conciliation Service will be requested

to supply a list of five (5) persons who could so serve. From this list,

the parties would proceed by striking one name from the list; each party

to the grievance would then so continue alternately until one name

remains who would then serve as the arbitrator. The order of striking

shall be determined by a toss of a coin.

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If the parties cannot reach agreement on the issue(s), the matter shall be

submitted to the arbitrator who shall determine the issue(s). However,

neither party may introduce an issue not previously mentioned in earlier

Levels of the grievance procedure. The arbitrator, as soon as possible after

hearing the evidence, shall prepare a written report for submission to both

parties stating the issues submitted, the facts determined, and the findings

and recommendations derived there from.

The report of the arbitrator shall be limited to the specific issue or issues

contained in submission agreement or as framed by the arbitrator in the

absence of an agreement. The decision of the arbitrator shall be binding on

all parties.

The fees and expenses of the arbitrator and the hearing shall be borne

equally by the Association and District. All other expenses shall be borne by

the party incurring them.

14.4 General Provisions

14.4.1 A decision rendered at any step in these procedures becomes

final unless appealed within the time limits specified.

14.4.2 Time limits given in these procedures may be modified by

written agreement of the parties involved.

14.4.3 If the same, or substantially the same, complaint is made by

more than one employee, only one employee on behalf of

himself/herself and the other complainants may process the

grievance or complaint through the grievance procedure.

Names of all aggrieved parties shall appear on all documents

related to the processing of the grievance. This provision may

be waived by all parties concerned.

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14.4.4 A grievant may be represented at all stages of the grievance

procedure by himself/herself, or at his/her option, by a representative

selected by the Association. A reasonable amount of released time

shall be provided in the event that the Association representative is a

District employee.

14.4.5 Any employee may present grievances in accordance with this Article

without intervention of the Association, so long as the adjustment is

not inconsistent with the terms of this Agreement. The District shall

not agree to the final resolution of the grievance until the Association

has been provided a copy of the proposed solution and has been

given an opportunity to file a response.

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ARTICLE 15: SAFETY CONDITIONS OF EMPLOYMENT

15.1 The District shall provide a safe and healthy working environment for all

employees. It is the responsibility of each employee to report unsafe conditions to

the immediate supervisor. Such reports shall be in writing.

15.2 The District shall prepare and post rules for employee safety and the prevention of

on-the-job accidents. Such rules shall provide regulations and precautions for the

safety of employees in the performance of their duties.

15.3 A Safety Committee shall be formed composed of management representatives

selected by the District and no more than two (2) employees selected by the

Association.

The Committee will be convened by the Superintendent as necessary.

The Committee will have the following responsibilities:

(a) Review all reports of on-the-job accidents of unit members;

(b) Recommend to the Superintendent programs of in-service safety training,

safety rules and regulations and improvements in District safety conditions of

employment.

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ARTICLE 16: LAYOFF AND REEMPLOYMENT

16.1 Layoff Procedures

16.1.1 Unit members shall be subject to layoff for lack of work or lack of

funds. Layoff includes any reduction in assignment to a classification

or grade lower than that in which the employee has permanence,

voluntarily consented to by the employee, (pursuant to Sections

16.3.2 and 16.3.3 these provisions), in order to avoid interruption of

employment by layoff.

This provision shall not be construed as giving the District the right to

reduce the hours of employment of unit members, except by the

application of the provisions of this Article. Any other proposed

reduction of hours of employment of unit members shall be the

subject of meeting and negotiating between the parties to this

Agreement.

16.1.2 In the event of a layoff, the order of layoff within the classification shall

be determined by date in the classification, plus lateral classifications,

in which the employee has reached permanency. The employee who

has been employed the shortest time in the classification, plus higher,

and lateral classifications, shall be laid off first.

16.1.3 In case of two or more unit members having identical seniority, the

seniority shall be determined by lot.

16.1.4 Prior to any final layoff notices being sent to those unit members who

have been employed the shortest time within the classification,plus

higher and lateral classification, the District shall notify the more

senior unit members whose positions have been eliminated that they

must elect one of the following options within five (5) working days of

receipt of the notice. The District shall also concurrently provide the

Association with a copy of this notice.

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1. Select the remaining position vacated by the least senior unit

member in the classification; or


2. Select a position in a lateral or lower classification in which the

unit member previously had successfully completed the

probationary period and which is to be vacated by the least

senior unit member. The unit member shall be entitled to use

the seniority earned in the lateral plus higher classifications.

Or,

3. Elect to be laid off.

16.1.5 Prior to any layoff, the District shall post a seniority list of affected unit

members. Pursuant to section 3.4, the District shall also provide the

Association with a copy of the seniority list annually upon request.

16.1.6 Unit members who are laid off shall continue to be eligible to receive

District insurance benefits for a period of sixty (60) calendar days

from the date of termination of employment, subject to the approval of

the carriers.

16.2 Notice of Layoff

16.2.1 When as a result of the expiration of a specially funded program, unit

members' positions must be eliminated at the end of any school year,

and unit members will be subject to lay off for lack of funds, the unit

members to be laid off at the end of such school year shall be given

written notice on or before April 29 informing them of their layoff

effective at the end of such school year and of their displacement

rights, if any, and reemployment rights.

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However, if the termination date of any specially funded program is

other than June 30, such notice shall be given not less than forty-five

(45) days prior to the effective date of their layoff.

16.2.2 When, as a result of a bona fide reduction or elimination of the service

being performed by any department, unit members shall be subject to

layoff for lack of work, affected unit members shall be given notice of

layoff not less than forty-five (45) days prior to the effective date of

layoff, and informed of their displacement rights if any, and

reemployment rights.

16.2.3 Nothing herein provided shall preclude a layoff for lack of funds in the

event of an actual and existing financial inability to pay salaries of unit

members, nor layoff for lack of work resulting from causes not

foreseeable or preventable by the Governing Board, without the

notice required by aforementioned subsections.

16.3 Reemployment

16.3.1 Reemployment shall be in the reverse order of layoff. Unit members

who are laid off are eligible for reemployment for a period of 39

months and shall be reemployed in preference to new applicants.

16.3.2 Unit members who take voluntary demotions in lieu of layoff shall be

granted the same rights as unit members laid off and shall retain

eligibility to be considered for reemployment for an additional period

of 24 months; provided that the employee meets the same basic legal

and physical requirements for the position.

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16.3.3 Unit members who take voluntary demotions in lieu of layoff shall be,

at the option of the unit members, returned to a position in their

former class as vacancies become available, and without limitation of

time.

16.3.4 Refusal of three (3) offers of reemployment to the classification from

which laid off shall cause removal from the list and the loss of any

reemployment rights. However, declining an offer of reemployment

for fewer hours of employment held at time of layoff shall not

constitute a refusal of employment.

16.3.5 Offers of reemployment shall be made either by personal service or

via U.S. Certified Mail (Return Receipt) addressed to the last known

address and shall include the specific vacancy and hours being

offered, the rate of pay, level of benefits, a current job description,

and a mechanism for acceptance or refusal of the offer of

reemployment within the prescribed time limit, and a place for the unit

member's signature.

Failure to so reply within ten (10) working days from date of service of

the offer of reemployment shall be deemed a refusal of that offer of

reemployment. It is the responsibility of each unit member on a

reemployment list to file with the District Office a current mailing

address.

As agreed on February 17, 2011. In order to remploy expeditiously

unit members who have been laid off, if the District determines that it

will be filling vacant positions, then the District may simultaneously

notify all laid off unit members, as applicable, pursuant to

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Section 16.3 reemployment of such vacancy or vacancies. The

District will offer reemployment to the most senior laid off unit member

who desires to be reemployed pursuant to Section 16.3.4 and shall

notify all other responding unit members that the position was

accepted by a more senior unit member.

16.3.6 A unit member who is laid off and subsequently rehired from a

reemployment list shall have the accrued Sick Leave balance as of

the date of layoff reinstated and payroll records will retain original

date of hire.

16.3.7 Upon reemployment in the class in which laid off, a unit member shall

be placed on the former step of the salary range. Notwithstanding the

provisions of Article 7.6 of this Agreement, the unit member shall be

eligible for advancement to the next step of the salary schedule on

the first of the month after twelve calendar months after

reemployment, less the months of paid service rendered after the

previous step advancement.

16.4 Retirement and Layoff

Notwithstanding any other provision of law, any unit member who was subject to

being, or was in fact, laid off for lack of work or funds and who elected service

retirement from the Public Employees' Retirement System shall be placed on an

appropriate reemployment list. The District shall notify the Board of Administration

of the Public Employees' Retirement System of the fact that retirement was due to

layoff for lack of work or of funds. If the Unit member is subsequently subject to

reemployment and accepts, in writing, the appropriate vacant position, the District

shall maintain the vacancy until the Board of Administration of the Public

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Employees' Retirement System has properly processed his/her request for

reinstatement from retirement.

16.5 General Provision

It is the intent of the parties that the District has the right to direct the work force in

order to provide services; and in providing such services, it is the intent that the

utilization of non-bargaining unit persons will not result in the arbitrary or capricious

denial of reemployment or displacement rights of bargaining unit members on the

reemployment list.

ARTICLE 17: DISCIPLINE

17.1 Definition of Probationary Period and Permanent Status

The probationary period of all unit members shall be six (6) months of paid status.

During the probationary period, any unit member shall be subject to disciplinary

action, including termination, and shall not have a right to a hearing with respect

thereto.

Upon completion of the probationary period by any unit member, such person is

hereby designated as a permanent status employee who shall be subject to

disciplinary action only for cause as prescribed herein.

17.2 Definition of Discipline

The District has the right to take disciplinary action against permanent status unit

members as follows: oral or written reprimand, suspension with or without pay,

retention on the same step of the salary schedule, demotion and discharge.

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17.3 Causes

No disciplinary action shall be taken for any cause which arose prior to the

employee becoming permanent, nor for any cause which arose more than two (2)

years preceding the date of the filing of the Notice of Disciplinary Action unless

such cause was concealed or not disclosed by such employee when it can be

reasonably assumed that the employee should have disclosed the facts to the

District. Causes for disciplinary action are as follows:

(a) Failure or inability to perform duties and responsibilities assigned to an

employee's position.

(b) Insubordination.

(c) Carelessness or negligence in the use of public property or equipment.

(d) Discourteous, offensive, or abusive conduct or language toward other

employees, pupils, or the public.

(e) Dishonesty.

(f) Drinking alcoholic beverages on the job, or drinking alcoholic beverages

prior to duty time which causes any detrimental effect on the employee's

ability to perform the duties and responsibilities of his/her position.

(g) Addiction to the use of any drugs or narcotics or any drug or narcotic

offense as defined in Education Code 44011 and 44009.

(h) Conviction of any crime involving moral turpitude; conviction of a crime

which is of such a nature as to adversely affect the employee's ability to

perform the duties and responsibilities of the position.

A plea of guilty or a conviction following a plea of nolo contendere, is

deemed to be a conviction within the meaning of this section.

(i) Arrest or any violation for a sex offense as defined in Education Code

44010 and 44009.

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(j) Repeated and unexcused absence or tardiness.

(k) Falsifying any information supplied to the District.

(l) Offering of anything of value or offering any service in exchange for

special treatment in connection with the employee's job or employment,

or the accepting of anything of value or any service in exchange for

granting special treatment to another employee or to any member of the

public.

(m) Conduct which adversely affects the employee's ability to perform the

duties and responsibilities of the position.

(n) Abandonment of position.

(o) Failure to possess or keep in effect any license, certificate, or similar

requirements specified in the employee's class specification or otherwise

necessary for the employee to perform the duties of the position.

(p) Refusal to take and subscribe to any oath or affirmation which is

required by law in connection with employment.

(q) Physical or mental disability which precludes the employee from the

proper performance of his/her duties and responsibilities as determined

by competent medical authority, except as otherwise provided by

contract or by law regulating retirement of employees.

(r) As agreed on August 10, 2009. It is agreed that due to staff reductions, the

level of classified work will not be maintained at (the) previous level of quality

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and employees shall not be subject to discipline or negative personnel

evaluation(s) as a result of the decrease in staffing.

17.4 Notice of Preliminary Disciplinary Action

Prior to the imposition of discipline on a permanent status unit member other than

an oral or written reprimand or a five or fewer days suspension without pay, the

District shall serve personally on the unit member or mail to the employee's last

known address by registered mail a Notice of Proposed Disciplinary Action

containing the specified charges in writing stating the cause for the disciplinary

action, the proposed type of discipline as well as copies of any documents or

evidence proposed to be used against the employee.

17.5 Employee Response to Preliminary Notice of Disciplinary Action

The Unit member shall have the right of representation and to respond either orally

or in writing within a specified reasonable time to the Superintendent or

Superintendent's designee. The Superintendent or designee shall consider the

employee's response and recommend within five (5) days that the proposed

disciplinary action either be taken or not taken.

17.6 Notice of Disciplinary Action

If the Superintendent decides to impose discipline, he/she shall by personal service

or certified mail deliver to the employee notice of the specific charges. The notice

shall indicate the effective date of the disciplinary action and shall contain a

statement of the rights to a hearing on such charges, and the right of

representation. The time within which such hearing may be requested shall not

be less than five (5) calendar days after service of the notice on the employee, and

said notice shall be accompanied by a paper, the signing and filing of which with

the Superintendent or designee shall constitute a demand for a hearing and a

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denial of all charges. Failure of the employee to file a request for hearing within the

time specified shall constitute a wavier of the employee's right to a hearing.

17.7 Appeal

In the event that the unit member does so appeal, the Governing Board shall hear

the appeal and shall notify the employee in writing of the disposition of the appeal.

ARTICLE 18: TRANSPORTATION

18.1 Field Trips

18.1.1 Morning Field Trips: All morning field trips will be driven by

employees on a rotation based on seniority.

18.1.2 Afternoon Field Trips: All afternoon field trips will be driven by

employees on a rotation based on seniority.

18.1.3 Full Day Field Trips: When a full day trip that begins in the morning

and runs to or beyond the end of the normal school is scheduled it will

be drive by employees on a rotation based on seniority.

18.1.4 Saturday Field Trips: When Saturday field trips are scheduled,

employees shall be offered such trips on a rotation based on

seniority.

18.2 Substitutes will take assigned drivers regular scheduled routes.

18.3 All extra scheduled runs will be offered on a seniority basis.

18.4 Required Bus Driver Training

The District shall provide training for bus drivers required for the renewal of their

school bus certificates during paid status.

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Drivers who are not able to attend such training are eligible to receive District

reimbursement for registration fees of other training programs approved by the

District.

18.5 The District shall pay cost of DMV and CHP renewal fees required to maintain

license and certificates required by State of California.

ARTICLE 19: SAVINGS PROVISION

If any provisions of this Agreement are held to be contrary to law by a court of

competent jurisdiction, such provisions shall not be deemed valid and subsisting

except to the extent permitted by law, but all other provisions shall continue in full

force and effect.

ARTICLE 20: EFFECT OF AGREEMENT

It is understood and agreed that the specific provisions contained in this Agreement shall

prevail over District practices and procedures to the extent of a conflict and over State

laws to the extent permitted by State law and that, in the absence of specific provisions in

this Agreement, such practices and procedures are discretionary.

ARTICLE 21: EMERGENCY PROVISION

The District retains its right to amend, modify or rescind policies, regulations and practices

referred to in this Agreement in case of emergency and only for its duration. For the

purposes of this Article, an emergency is defined as an Act of God, war, natural or man-

made disaster which interferes with the normal operations of the District.

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ARTICLE 22: CONCERTED ACTIVITIES

21.1 It is agreed and understood that there shall be no strike, work stoppage, slow-

down, illegal picketing or refusal or failure to fully and faithfully perform job

functions and responsibilities, or other interference with the operations of the

District by the Association or by its officers, agents or members during the term of

this Agreement, including compliance with the request of other labor organizations

to engage in such activity.

21.2 The Association recognizes the duty and obligation of its representatives to

comply with the provisions of this Agreement and to make every effort toward

inducing all employees to do so.

21.3 It is further agreed and understood that the District shall not engage in a lockout

against unit members during the life of the Agreement.

ARTICLE 23: COMPLETION OF MEET AND NEGOTIATION

Except as specifically provided in this Article and Article 24: Term, during the term of this

Agreement, the Association and District expressly waive and relinquishes the right to meet

and negotiate on any subject or matter specified in this Agreement.

Each party may reopen negotiations on Article 8: Compensation and one other Article of

this Agreement by so notifying the other in writing as follows:

No later than May 15 of each year for proposals to be effective as of July 1 of the current

contract year.

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ARTICLE 24: TERM Term of the agreement shall be from July 1, 2009 through June 30, 2012.

PACHECO UNION SCHOOL DISTRICT CALIFORNIA SCH. EMPLOYEES ASSOC. ON FILE ON FILE _______________________________ ________________________________ Board of Trustee President Gale Cook, Negotiation Chairperson ON FILE ON FILE ______________________________ _________________________________ Richard Rhodes, Superintendent Joan Nevarez, Labor Relations

Representative ON FILE ON FILE _______________________________ ________________________________ District Negotiation Member Tammie Battles CSEA Member ON FILE ON FILE _______________________________ ________________________________ District Negotiation Member Mary Anders, CSEA Member ON FILE ________________________________

Kara Ivey, CSEA Member ON FILE ________________________________ Jeff York, CSEA Member Signed this 24TH day of January, 2008. PACHECO UNION SCHOOL DISTRICT

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APPENDIX A CLASSIFIED SALARY SCHEDULE

PACHECO UNION ELEMENTARY SCHOOL DISTRICTAPPENDIX "A"

Effective July 1, 2014

2014-15 with 2.7% inc over PY April 9, 2014

STEPS 1 2 3 4 5 6 7 8 9Range I

Yard Duty $9.19 $9.64 $10.13 $10.63 $11.16 $11.72 $12.31 $12.93 $13.59

RANGE IIParaprofessional $9.66 $10.13 $10.67 $11.26 $11.76 $12.37 $13.05 $13.71 $14.39

**SDC and Community Day School +5% $10.17 $10.63 $11.20 $11.82 $12.35 $12.98 $13.71 $14.39 $15.13

RANGE IIIArt Education Technician $10.10 $10.60 $11.09 $11.65 $12.20 $12.84 $13.47 $14.14 $14.85Assistant CookChild Care TechnicianComputer TechnicianLibrary ClerkOffice ClerkPE TechnicianPreschool Instructor/AssistantSpecial Ed. Clerk

Range IVCustodian $11.32 $11.88 $12.54 $13.14 $13.77 $14.50 $15.20 $15.97 $16.78Grounds/Maintenance/CustodianMaintenance/Custodian

Range VAttendance Clerk $11.80 $12.35 $13.09 $13.74 $14.50 $15.17 $15.99 $16.80 $17.64CookDay Care DirectorGear Up ClerkMaintenanceM.A.A. CoordinatorPreschool Entry Level TeacherSecretary

Range VILead Custodian $12.13 $12.77 $13.47 $14.12 $14.80 $15.57 $16.28 $17.09 $17.95Maintenance Specialist

Range VIIBus Driver $12.70 $13.31 $14.04 $14.74 $15.51 $16.25 $17.20 $18.05 $18.97Lead Bus DriverPreschool Supervisor/Teacher

2% added second across steps5% step 9 added first

5/3/2007: Created new Range I for Yard Duty. Current employees grandfathered for Yard Duty. If employee laid off and called back, they stay on Range II. Yard Duty Range affects new employees hired after 7/1/2007.

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APPENDIX B PLACEMENT ON SALARY SCHEDULE 1. A Unit member who is temporarily assigned by the District to perform the duties

and responsibilities of a position of a higher classification for a period of time which

exceeds five (5) working days within a fifteen (15) calendar day period shall receive

rate of pay of the higher classification for the entire period of time of such

temporary assignment. An employee so assigned shall be placed on the lowest

step of the salary range in the higher classification which represents an increase

above the salary of the employee's regular classification.

2. All employees shall be advanced one step on the salary schedule on July 1st.

3. A Unit member who is promoted to a classification in a higher salary range shall be

placed on the step of the new salary range which is next above the step in the

previous range.

4. Effective April 1, 2007, unit members shall be paid the wage established for their

classification pursuant to the existing classified salary schedule contained in

Appendix A. Upon initial employment, an employee shall normally be placed at

Step I of the range for that classification. However, the district may place a new

employee at no higher than Step 3 of the salary range based upon recognition of at

least two years of previous related experience.

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APPENDIX C

CLASSIFIED EMPLOYEE HEALTH INSURANCE BENEFITS REGULATIONS The provisions of the Health Insurance Program shall be:

1. The program shall provide the benefits of the California Valued Trust or its

equivalent coverage.

2. An insured's initial date of service shall be the first day of paid service. However,

new unit members are eligible to begin coverage as of the first of the month

following employment.

3. A year of service shall be defined as a full twelve months of paid service while

covered by the plan.

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APPENDIX D FAMILY/MEDICAL LEAVE

Family Care Leave is Federal Legislation applicable to employees with more than twelve

(12) months of continuous service and who have worked 1250 hours over a 12 month

period with the District.

Unit members may be granted family care leave of up to twelve (12) weeks in a twelve

(12) month period.

Spouses also employed by Employer may not exceed a combined leave of 12 weeks if the

purpose is for care of a newly arrived child or sick parent.

Family care leave means:

(a) Leave for the birth or adoption of a child of the employee or the foster placement of

a child or the serious illness of a child of the employee.

(b) Leave to care for a parent or a spouse who has a serious health condition.

The employee must use accrued vacation leave or other accrued time off with pay

in lieu of family care leave. Sick leave may not be used during the leave.

Employees on family care leave shall be entitled to employer paid benefits at the same

rate as before the leave. Should the employee resign or otherwise terminate employment

at the end of the leave, all premiums or benefits paid by employer will be repaid by

employee upon demand.

The minimum duration of any family care leave shall be five (5) consecutive working days.

Request for family care leave shall be submitted in writing to the Personnel Office at least

thirty (30) days in advance, unless there is an unforeseen emergency

Written certification by a health care provider shall be provided by the employee if the

leave is to care for a seriously ill parent, spouse or child.

Leave taken under this section would be in addition to pregnancy disability for the mother.

The beginning date and duration of such leave shall be at the discretion of the Pacheco

Union School District.

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APPENDIX E

JOB DESCRIPTIONS

Job Descriptions were adopted according to these dates unless otherwise noted

Combined Paraprofessional, Child Care Paraprofessional, RSP Paraprofessional,

Special Ed. Paraprofessional and Title 1 Paraprofessional: April 29, 2008.

Reviewed and changed: December 2007

Adopted by Board of Trustees: February 22, 1989

Amended: May 1, 2000

Readopted: July 27, 2000

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ART EDUCATION TECHNICIAN

DEFINITION: Under the direction of the teacher and the direction and supervision of the principal, assists in the art education program at the school site; assists students with classroom work and assists the teacher in conducting the instructional program; performs related clerical tasks. EXAMPLES OF DUTIES: 1. Provides structured art education activities for students at the site. 2. Arranges art education schedules with the classroom instructional schedule and

availability of facilities. 3. Works with the building principal and teachers to develop special art activities. 4. Maintains required equipment and requests repairs and replacement as needed. 5. Is able to communicate to the teaching staff any problems or changes in the day to

day program. 6. Instructs individuals and groups in academic subjects under the direction of a

teacher. 7. Performs general clerical assistance to teachers which may include correction of

student work. 8. Supervises individuals and groups when away from the classroom. 9. Under the direction of the teacher, performs minor first aid for students and

encourages safe practices. DESIRABLE QUALIFICATIONS: 1. Ability to maintain neat appearance. 2. Ability to work effectively with students, fellow employees and school officials. 3. Ability to meet the public tactfully and courteously. REQUIRED QUALIFICATIONS: 1. Ability to organize tasks and work in an independent manner. 2. Ability to direct activities for groups of students that will enhance their art

knowledge and skills. 3. Ability to work cooperatively with students, teachers, and the public. 4. Must have paraprofessional certificate. 5. Experience working with school age children. 6. High School diploma or equivalent. 7. Completion of college level courses or advanced training in art, or related

experience. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands. 3. Is subject to inside environmental conditions.

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ASSISTANT COOK

DEFINITION: Under supervision, assists in the preparation and serving of food in a cafeteria; maintains food service areas, facilities, and equipment in a clean and sanitary condition; and performs related duties as assigned. EXAMPLES OF DUTIES: 1. Cleans and prepares food for cooking. 2. Cleans, cuts, peels and prepares fruits, vegetables, and other foods for cooking. 3. Assists in preparing main dishes, salads, fruit, desserts and sandwiches. 4. Assists in baking cookies, cakes, and bread. 5. Arranges food and trays for serving. 6. Serves students and staff. 7. Loads and operates dishwasher. 8. Cleans ovens, mechanical equipment, and cafeteria facilities. 9. Washes pots, pans, and kitchen utensils and appliances such as stoves,

dishwasher, mixers, can openers, and slicers. 10. Assists in inventory and record keeping. 11. May collect and account for money. 12. Maintains proper storage of food and equipment. 13. Operates a variety of mixers, can openers, slicers, and other related equipment. DESIRABLE QUALIFICATIONS: 1. Knowledge of methods, materials, and equipment used in the preparation and

serving of food. 2. Knowledge of kitchen cleaning materials, methods and hygienic practices. 3. Knowledge of safety measures in food service areas. 4. Ability to lift moderately heavy containers of food and materials. 5. Ability to work efficiently during rush conditions. 6. Ability to understand and carry out oral and written instructions. 7. Ability to maintain cooperative relationships with those contacted in the

course of work. 8. Ability to handle money and make change. 9. Maintain a neat personal appearance. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Some work experience in food preparation and kitchen maintenance.

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ASSISTANT COOK CONTINUED PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands to grasp and manipulate small objects. 3. Perform work which involves the frequent lifting, pushing and/or pulling of objects

which may weigh up to 50 pounds. 4. May be required to work around loud noise. 5. May be required to work around moving mechanical parts. May be required to work

around electrical current.

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ATTENDANCE CLERK DEFINITION: Under the supervision of the school principal, assists in the operation of the school office, as well as acting as receptionist, and performing a wide variety of responsible clerical and fiscal work. The primary responsibilities of this position will be entering attendance data and maintaining the computerized functions necessary for attendance accounting and acting as receptionist for the school office. EXAMPLE OF DUTIES: 1. Assists with secretarial functions. 2. Answers office phone, takes and refers messages, greets, announces, and directs

callers; gives routine information as requested. 3. Greets the public and acts as receptionist for persons coming into the school office. 4. Prepares monthly attendance reports and collection of data necessary to compile

reports, including filing and recording of absence notes. 5. Enters enrollment and attendance date in the computer, gathering documentation

for absences through phone calls or letters. 6. Keeps the principal informed of attendance problems. 7. Performs miscellaneous clerical and bookkeeping duties as necessary. 8. Performs other duties which reasonably relate to the above. DESIRABLE QUALIFICATIONS: 1. Ability to compile and maintain accurate and complete records and reports. 2. Ability to use the computer and operate various office machines. 3. Ability to understand and carry out oral and written directions. 4. Ability to meet the public tactfully and courteously, and provide assistance and

service. 5. Ability to work independently and be self-directed in those areas assigned as major

responsibilities. 6. Ability to maintain cooperative relationships with those contacted in the course of

work. 7. Ability to type at a speed of 50 net words per minute. 8. Ability to work effectively with students, fellow employees and school officials. 9. The ability to meet the public tactfully and courteously. 10. Maintain a neat personal appearance. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands . 3. Is subject to inside environmental conditions.

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INTENTIONALLY BLANK

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BUS DRIVER DEFINITION: Under general supervision, operates a school bus over designated routes to transport school children and to do related work as required. EXAMPLES OF DUTIES: 1. Operates a school bus to transport students to and from school over an established

route and field trips in accordance with transportation laws and regulations and District policy.

2. Coordinates the loading and unloading of passengers with the supervising teacher or principal. Supervises the loading and unloading of passengers and coordinates the loading and unloading at the school sites.

3. Maintains order on the bus and issues student bus citations when necessary (Notice of Unsatisfactory Conduct on Bus).

4. Makes required daily and weekly inspections on the conditions of the bus and files all appropriate forms and records with the District.

5. Conducts required emergency bus drills and files appropriate reports with the District.

6. Provides student lessons on safety and responsibility when requested by the District.

7. Maintains adequate on-bus supplies, such as first aid kit, charged fire extinguisher, emergency reflectors, etc.

8. Completes and files all forms and records required by the District or State within the required time. Examples: head count, other than home-school, maintenance requests, accident forms when needed, etc.

9. Reports improper bus-stop behavior to the principal. 10. Attends bus drivers' meetings as called by the District. 11. Attends in-service workshops and training as requested by District. 12. In order to maintain existing level of hours of employment, may be assigned to

perform other duties within the Transportation Department and other District departments and services.

13. Services bus with gas and oil and checks tires and batteries; maintains cleanliness of bus inside and out.

DESIRABLE QUALIFICATIONS: 1. Knowledge of: safe driving practices; provisions of the California Vehicle Code and

Education Code applicable to the operation of vehicles in transporting school children; first aid practices specified by the California Highway Patrol.

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BUS DRIVER CONTINUED 2. Ability to: operate a school bus exercising good judgment and extreme caution;

maintain order among students on a school bus; learn a designated bus route, bus stops and District traffic hazards; follow verbal and written direction; maintain effective relationships with students, administrators, and teachers.

3. Maintain neat personal appearance. 4. Ability to work effectively with students, fellow employees and school officials. 5. Ability to meet the public tactfully and courteously. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. License - Possession of a valid California School Bus Driving Certificate. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Vision (which may be corrected) to pass required bus driver tests. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to reach and dexterity of hands. 3. May be required to work around foul odors. 4. May be required to work around loud noise. 5. Is subject to inside and outside environmental conditions.

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CHILD CARE TECH DEFINITION: Provide quality child care and a safe and loving environment for children in an educational program; assist with planning and implementing a variety of activities to meet the needs and interests of the children; participate in activities with children. EXAMPLES OF DUTIES: 1. Provide quality child care and a safe and loving environment for the children. 2. Assist with planning and implementing a variety of activities to meet the needs and

interests of the children; supervise children in outdoor play activities; implement indoor play and activities during inclement weather.

3. Participate in activities for children; assure that children are interacting in age-appropriate activities; escort children outside for various activities.

4. Provide for the safety of the children as required; respond to a child’s needs and problems in a patient, caring and sensitive manner.

5. Assist with preparation and planning of snacks and clean-up 6. Provide guidance, assistance, and encouragement with various projects; assist in

promoting a healthy self-image and self-esteem. 7. Prepare and maintain daily logs and attendance charts related to daily activities. 8. Maintain a clean, safe, sanitary and orderly environment. 9. Other duties as assigned REQUIRED QUALIFICATION: 1. Any combination equivalent to graduation from high school and sufficient training

and experience to demonstrate the knowledge and abilities listed above. 2. Must have NCLB paraprofessional certificate or AA degree or 48 college units. 3. Basic principles and practices of child development including proper care and

discipline. 4. Basic record-keeping techniques. 5. Oral and written communication skills. 6. Interpersonal skills using tact, patience and courtesy. 7. Safety and health practices and precautions. 8. Ability to provide quality child care and a safe environment for children 9. Plan and implement a variety of activities to meet the needs and interests of the

children. 10. Provide a proper role model for children 11. Provide patient and sensitive care to children. 12. Learn, apply and explain rules, regulations and procedures of the program. 13. Determine appropriate action within clearly defined guidelines. 14. Establish and maintain patient, gentle, supportive and cooperative working

relationships with children, parents and staff members. 15. Understand and follow oral and written directions.

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CHILD CARE TECH Continued PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Lifting and carrying moderately heavy children and objects. 2. Sitting or standing for extended periods of time. 3. Hearing and speaking to communicate with children and parents. 4. Seeing to monitor children. 5. Dexterity of hands and fingers to hold children and manipulate objects used in play

activities. 6. Bending at the waist, kneeling, crawling or crouching to assist children. Board approved 8-15-02

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COMPUTER TECHNICIAN Under the supervision of the classroom teacher and school administrator, works to perform non-teaching tasks which will assist teachers in the instruction of computer literacy and the use of computer assisted learning programs. EXAMPLES OF DUTIES: 1. Assists in the inventory, storage, assembly, handling, and repair of instructional

materials related to computer usage. 2. Assists teachers in record keeping activities. 3. Uses various brands of computers and software. 4. Duplicates materials for distribution, copies data disks onto back-up disks. 5. Monitors individuals and small groups of students under teacher supervision. 6. Develops schedules for use of computer programs under direction of designated

certificated personnel. 7. May be assigned to supervise students or perform other related duties as required. DESIRED QUALIFICATIONS: 1. Completion of computer in-service or schooling appropriate to the operation of

computer equipment. 2. Ability to maintain neat appearance. 3. The ability to work effectively with students, fellow employees and school officials. 4. The ability to meet the public tactfully and courteously. REQUIRED QUALIFICATIONS: 1. Must have High School diploma or equivalent. 2. Must have NCLB paraprofessional certificate or AA degree or 48 college units. 3. Ability to read, write, and spell the English language at the minimum of the 12th

grade level. 4. Ability to establish and maintain positive and cooperative working relations with

school staff. 5. Ability to deal effectively with and relate to students. 6. Ability to type at a speed of 40 words a minute from clear copy. 7. Keep accurate records. 8. Interpret specific rules and policies and apply them with good judgment. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands. 3. Require the ability to stand for long periods. 4. Perform work which involves frequent lifting of objects which may weigh up to 50

pounds. 5. May be required to work around moving mechanical parts. May be required to

work around electrical current. 6. Is subject to inside environmental conditions.

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INTENTIONALLY BLANK

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COOK DEFINITION: Under supervision of the Food Service Supervisor, prepares, cooks, and serves a variety of foods. EXAMPLES OF DUTIES: 1. Prepares a variety of foods, including soups, entrees, sandwiches, salads, fruits,

vegetables, breads and desserts following standardized recipes and menus, price schedules and portion controls, and in accordance with departmental work production standards.

2. Sets up food on serving lines and/or steam tables and serves meals or meal components.

3. Prepares and serves beverages. 4. Stores or disposes of excess food properly. 5. Washes, sanitizes and stores dishes, tableware, and kitchen utensils; scrubs

counters, and disposes of wastes properly. 6. Operates and cleans all kitchen equipment such as ranges, ovens, steamers,

mixers, choppers and dishwashing machines. 7. Supervises the Assistant Cook; trains and supervises assigned student helpers. 8. Stores food and supplies in accordance with instructions and takes inventories. 9. Keeps required records and reports. 10. Performs related duties as assigned. 11. Collects and accounts for lunch money. DESIRABLE QUALIFICATIONS: 1. Knowledge of modern methods of preparing and serving soups, entrees,

sandwiches, fruits, vegetables, salads, breads and desserts in large quantities. 2. Knowledge of use and care of institutional kitchen equipment and utensils, proper

cleaning and sanitizing methods, principles of sanitation and kitchen safety, and basic arithmetic necessary for recipe conversion to quantities needed for service.

3. Ability to prepare and serve a wide variety of foods, work rapidly and efficiently in performing tasks, follow written recipes and oral instructions, convert recipes to amount of food production needed, and apply and maintain high standards of sanitation and personal hygiene.

4. Basic knowledge of computer use and operation. 5. Handles money and makes change. 6. Maintain a neat personal appearance. 7. Work effectively with school personnel and students. 8. Ability to meet the public tactfully and courteously. 9. Completion of adult school or college courses in nutrition and sanitation

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COOK CONTINUED 10. Paid or volunteer experience in the preparation of foods in large quantities and in

the care of institutional kitchen equipment. REQUIRED QUALIFICATIONS: 1. High School diploma or its equivalent. Sufficient education to have basic skills in

reading, record keeping, and arithmetic is required. 2. Commitment to continuing education to be compliant with food service state

standards and mandates. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands to grasp and manipulate small objects. 3. Perform work which involves the frequent lifting, pushing and/or pulling of objects

which may weigh up to 50 pounds. 4. May be required to work around loud noise. 5. May be required to work around moving mechanical parts. May be required to work

around electrical current.

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CUSTODIAN DEFINITION: Under supervision, cleans and maintains classrooms, offices, multipurpose rooms, kitchens, and other parts of the school plant and outside areas in a sanitary, usable and attractive condition; performs other related duties as assigned. EXAMPLES OF DUTIES: 1. Maintains floors (sweep, mop, scrub, wax, buff, vacuum, shampoo, shake mats and

rugs). 2. Empties trash containers (wash and replace). 3. Cleans chalkboard (erases, cleans, cleans trays, cleans erasers). 4. Cleans sink areas (wipes counter tops and cabinets, refills towel dispensers, refills

soap dispensers). 5. Cleans desks, cabinets and furniture. 6. Cleans windows, doors and walls; dusts sills; empties pencil sharpener; washes

doors and sills). 7. Maintains lights (changes bulbs as needed and cleans lenses). 8. Maintains bathrooms (cleans and disinfects toilets; mops floors; cleans sinks, refills

toilet paper, towels, soap; cleans mirrors; cleans writing). 9. Cleans outside walks and playground blacktops. 10. Maintains building security (closes and locks doors, windows, gates, etc.) 11. Paints outside and inside of buildings. 12. Operates hand and power custodial equipment. 13. Performs special custodial and minor maintenance work for faculty members or

administrators such as setting up rooms and multipurpose room, moving desks and chairs and replacing light globes.

14. Maintains equipment used in the course of work and reports any safety, sanitary or fire hazards observed.

15. When school is not in session, grounds work or some maintenance work may be assigned.

DESIRABLE QUALIFICATIONS: 1. Physical ability to perform heavy manual labor. 2. Knowledge of equipment, tools, terms, and methods used in cleaning and

maintaining school buildings, fixtures, and equipment. 3. Ability to follow oral and written instructions. 4. Ability to complete forms and written reports. 5. Ability to establish and maintain effective working relationships with students,

teachers, public, and other District employees. 6. Maintain a neat personal appearance as appropriate for position.

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CUSTODIAN CONTINUED REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. A minimum of two years of related custodial work experience. 3. License: Possession of a valid California Operators License. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands to grasp and manipulate small objects. 2. Require the ability to stand for long periods. 3. Perform work which involves the frequent lifting of objects which may weigh up to

50 pounds. 5. May be required to work with harsh and toxic substances. 6. May be required to wear protective apparel including goggles, face protector,

aprons, shoes and oxygen breathing apparatus. 7. May be required to work around foul odors. 8. May be required to work around loud noise. 9. May be required to work around moving mechanical parts. 10. May be required to work around electrical current. 11. May be required to work selected evenings and/or weekends.

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DAY CARE DIRECTOR

DEFINITION: Under the supervision of the superintendent, is responsible for the operation of the after school child care program. EXAMPLE OF DUTIES:

1. Plan and carry out age-appropriate activities for students. 2. Communicates with parents with regard to recruitment, program schedule, student

performance, etc. 3. Keep accurate attendance records on children and staff assigned, collect and

record parent fees, complete all record keeping as required. 4. Orders necessary supplies and instructional materials. 5. Coordinates use of facilities with the site administrator 6. Consults with Principal as special situations or problems arise in the classroom. 7. Plan purposeful assignments for paraprofessional making certain they understand

their role and policies pertaining to the assignment. 8. Develop reasonable rules of behavior and procedures and maintain order in a fair

and just manner. 9. Continue professional growth through in-service training, appropriate classes,

workshops, seminars, etc. 10. Performs related duties as assigned.

DESIRABLE QUALIFICATIONS: 1. Ability to work cooperatively with students, teachers, and the public. 2. Ability to perform simple clerical work and minor typing tasks. 3. Ability to understand and follow oral and written instructions. 4. Maintain a neat personal appearance. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Must have NCLB paraprofessional certificate or AA degree or 48 college units. EXPERIENCE: Experience working with school-age children. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands. 3. Is subject to inside and outside environmental conditions.

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INTENTIONALLY BLANK

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GEAR UP OFFICE CLERK

DEFINITION:

Under the supervision and general direction of the site GEAR UP Coordinator; performs secretarial

and clerical duties, which include maintaining student records and basic accounting. This job

requires organizational and communication skills, as well as a high degree of positive contact with

students, staff and the public.

EXAMPLES OF DUTIES

1. Answers phone calls and takes messages as needed.

2. Serves as a liaison between GEAR UP Project and parents, students, teachers,

administration, community members and any others who enter the office.

3. Create and maintain student files.

4. Responsible for entering new data regarding students.

5. Compile information for Annual Performance Report.

6. Assists in making arrangements for projects and events as directed by the GEAR UP

Coordinator.

7. Perform related duties as assigned.

DESIRABLE QUALIFICATIONS:

1. Basic principles and practices of office procedures and telephone etiquette.

2. Basic record-keeping techniques.

3. Knowledge of Grant Funding.

4. Oral and written communication skills.

5. Interpersonal skills using tact, patience and courtesy.

6. Proper role model for program children.

REQUIRED QUALIFICATIONS:

1. High School diploma or equivalent and College experience.

2. Three (3) years secretarial work of a responsible nature, preferably requiring frequent

contact with the public.

3. Valid California Driver’s license.

4. Must pass the physical exam.

5. Basic operation of office equipment, including word processing and spreadsheet programs.

6. Understand and follow oral and written directions.

7. Ability to apply and explain rules, regulations and procedures of the program.

8. Meet schedules and timelines.

9. Work cooperatively with others.

10. Complete work with many interruptions.

11. Maintain a neat personal appearance.

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GEAR UP OFFICE CLERK CONTINUED

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS:

1. Require vision (which may be corrected) for near and far, depth perception.

2. Require the mobility to stand, stoop, reach, bend, and crawl. Require mobility of arms to

reach and dexterity of hands to operate business related equipment and handle and work with

various materials and objects.

3. Sitting or standing for extended periods of time.

4. This position is subject to inside environmental conditions.

5. Ability to lift, carry, push, pull or otherwise move objects exerting 10-20 pounds of force

frequently.

6. Ability to hear and perceive the nature of sound, and speaking to communicate with children

and parents.

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GROUNDS/MAINTENANCE/CUSTODIAN DEFINITION: Under supervision, responsible for maintaining elementary school grounds buildings, and equipment. EXAMPLES OF DUTIES: 1. Maintains all District lawns, shrubs, trees, etc., through proper watering, pruning,

cutting, fertilizing, etc. 2. Maintains clean, neat looking school grounds by picking up trash and litter in all

areas outside of the classroom and off the sidewalks. 3. Reports to the Director of Maintenance/Transportation all motorized equipment

needing service. 4. Maintains all playing fields, including dragging, smoothing, marking, and game

preparation. 5. Continuously evaluates school grounds for safety hazards and reports them to the

supervisor. 6. Performs maintenance on District buildings, plumbing, painting, electrical, cement

work, fencing and general repair as assigned by the Director of Maintenance/ Transportation.

7. Provides weekly report to Director of Maintenance/Transportation on work completed.

8. Maintains security (closing and locking doors, windows, gates, etc.). 9. Operates all hand and power equipment with safety and efficiency. 10. Maintains and operates tools, materials, and equipment used in performance of

duties. 11. Maintains floors (sweep, mop, scrub, wax, buff, vacuum, shampoo, shake mats and



doors and sills). 17. Maintains lights (changes bulbs as needed and cleans lenses). 18. Maintains bathrooms (cleans and disinfects toilets; mops floors; cleans sinks, refills

toilet paper, towels, soap; cleans mirrors; cleans "writing"). DESIRABLE QUALIFICATIONS: 1. Knowledge of operating and maintaining motorized equipment used in the

maintenance of grounds. 2. Experience in caring for lawns, shrubs, trees, etc.

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GROUNDS/MAINTENANCE/CUSTODIAN CONTINUED 3. Demonstrable skills in minor repairs in plumbing, fencing and general repair and

custodial work. 4. Physical ability to perform heavy manual labor. 5. Ability to establish and maintain effective working relationships with students,

teachers, public and other district employees. 6. Maintain a neat personal appearance as appropriate for position. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Sufficient education to have basic skills in reading, arithmetic, and record keeping

is required. 2. Completion of adult school or college courses in Horticulture, Landscaping, and

small engines is desirable. 4. Possession of a valid California Operator's License. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to



aprons, shoes and oxygen breathing apparatus. 6. May be required to work around foul odors. 7. May be required to work around loud noise. 8. May be required to work around moving mechanical parts. May be required to

work around electrical current. 9. May be required to work selected evenings and/or weekends.

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LEAD BUS DRIVER DEFINITION: Under general supervision of the Director of Transportation and Maintenance, operates a school bus as required by the District within the confines of the law, and perform Transportation related paper work and filing. EXAMPLES OF DUTIES: 1. Operates a school bus to transport students to and from school over designated

routes. 2. Operates a school bus as assigned, to transport student to and from activity and

athletic trips. 3. Supervises the loading and unloading of students at both school sites and at the

destinations of activity and athletic trips. The driver will also coordinate the loading and unloading of students with the teacher and principal as necessary.

4. Maintains order on the bus and issues school bus citations to students when necessary.

5. Reports student lessons on safety and responsibility when requested by the District.

6. Conducts required emergency bus evacuation drills. 7. Provides student lessons on safety and responsibility when requested by the

District. 8. Attends bus drivers meeting as called by the District. 9. Attends in-service workshops and training as requested by the District. 10. Services bus with fuel. 11. Maintains daily the cleanliness of the inside of the bus, as required by law. 12. Maintains the outside of the bus weekly, as weather permits. 13. Does a daily inspection and report, and fills out the daily log as required by law. 14. Completes and files all forms and records required by the District or State within the

required time. Examples: head counts, other than home to school, maintenance requests, accident forms when needed, etc.

15. Maintains adequate on bus supplies, such as first aid kit, charged fire extinguisher, emergency reflectors, etc.

16. Help the Director of Transportation in maintaining route sheets and information, trip scheduling and assignments, filing and maintaining required documents, and other genera office needs.

DESIRABLE QUALIFICATIONS: 1. Knowledge of the applicable parts of the California Vehicle Code, the Education

Code, the CHP - 82.7, the Red Cross Industrial First Aid Hand Book, and any applicable Federal rules and regulations.

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LEAD BUS DRIVER CONTINUED 2. The ability to operate a school bus exercising good judgment and extreme caution.

The ability to proficiently perform all of the above Example of Duties. The ability to follow verbal and written direction, and maintain effective relationships with students, administrators and teachers. Maintain the ability to be proficient in all areas of school bus driving skills.

3. Be proficient in the operation of a computer, filing systems, and have good oral and written communication skills.

REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. License - Possession of a valid California School Bus Driving Certificate; California

Drivers license of the appropriate class and maintain a valid California Medical Examiners Certificate.

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Vision (which may be corrected) to pass required bus driver tests. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands. 3. May be required to work around foul odors. 4. May be required to work around loud noise. 5. Is subject to inside and outside environmental conditions.

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LEAD CUSTODIAN DEFINITION: Under general supervision, coordinates the custodial work at a school site; personally performs custodial duties; performs other related duties as assigned. EXAMPLES OF DUTIES: 1. Performs the duties described in the Maintenance/Custodian Job Description. 2. Serves as the custodial crew chief; assists in seeing that custodial work is

completed consistent with established standards. 3. Orders, receives, stores, distributes and accounts for District custodial supplies and

equipment; prepares forms, reports, and records. 4. Assists in the training of all custodial personnel. 5. May assist in arranging for substitutes as needed. 6. Regularly inspects school area for health and safety hazards. DESIRABLE QUALIFICATIONS: 1. Physical ability to perform heavy manual labor. 2. Knowledge of equipment, tools, terms, and methods used in building and grounds

maintenance. 3. Ability to properly use tools and power equipment for custodial, building, and

maintenance work. 4. Ability to follow oral and written instructions. 5. Ability to establish and maintain effective working relationships with students,

teachers, public, and other District employees. 6. Ability to coordinate the work of other assigned personnel, including their training. 7. Basic knowledge of computer use and operation. 8. Maintain a neat personal appearance as appropriate for position. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. A minimum of two years of related paid work experience. 3. License: Possession of a valid California Operators License. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to



aprons, shoes and oxygen breathing apparatus.

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LEAD CUSTODIAN CONTINUED 6. May be required to work around foul odors. 7. May be required to work around loud noise. 8. May be required to work around moving mechanical parts. 9. May be required to work around electrical current. 10. May be required to work evenings selected and/or weekends.

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LIBRARY CLERK DEFINITION: Under the supervision of the District Library Supervisor and School Superintendent, will be expected to support and assist with the school library program. Will assume responsibility of operating a school library. EXAMPLES OF DUTIES: 1. Presents library skill lessons for various age groups as prescribed by the District

Library Supervisor. 2. Assists students and teachers in locating materials and use of current technologies.

Maintains automated catalog data base for all materials which may require using computer and necessary software.

3. Instructs student library assistants and adult volunteers in routine library/media operations.

4. Maintains all books in reasonable condition. Assists in book mending. 5. Keeps circulation records (check-out, check-in, and overdue lists). 6. Assists in yearly inventory. 7. Presents books through storytelling, book talks, or read aloud session as

prescribed by the District Library Supervisor. 8. Assists in processing of books and materials. 9. Maintains neat appearance of all books and work area. 10. Submits recommendations for books to be discarded at end of school year. 11. Performs other related duties as assigned by Superintendent/Principal. DESIRED QUALIFICATIONS 1. Knowledge of library procedures 2. Ability to perform routine clerical work. 3. Ability to type accurately. 4. Basic knowledge of computer use and operation. 5. Maintain a neat personal appearance REQUIRED QUALIFICATIONS 1. High School diploma or equivalent. 2. Ability to understand and carry out written and oral instructions 3. Ability to communicate with children in a firm and caring manner. 4. Ability to work effectively with students, staff and the public tactfully and

courteously. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to


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MAA DIRECTOR

MEDI-CAL ADMINISTRATIVE ACTIVTIES (MAA) COORDINATOR

DEFINITION: Work with the Superintendent and the regional MAA Coordinator to implement the MAA program in the school district. EXAMPLES OF DUTIES: Research health resources and create community outreach material for all sites. Create and maintain MAA audit binder. Review all survey forms for errors and meet with participants individually to retrain and discuss necessary corrections. Collect attendance records and compare with survey information on all participants. Review time study result forms, invoices, claiming unit function girds and operational plans quarterly. Coordinate and schedule outreach services (i.e.: Kids’s Turn, Public Health presentations, and Family Workshops) during MAA survey weeks and throughout the school year. DESIRABLE QUALIFICATIONS: Person needs to be organized, work well with staff, and know how to do research on the computer. EXPERIENCE: None required: experience in health related field, office skills, experience in youth work is desirable. EDUCATION: Completion of High School or equivalent education and experience. Negotiated and agreed 5/2/2007

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MAINTENANCE/CUSTODIAN DEFINITION: Under general supervision, maintains school buildings, equipment, and facilities; does related work as required. EXAMPLES OF DUTIES: 1. Performs maintenance on District buildings, air conditioning, plumbing, electrical,

cement work, fencing and general repair as assigned by the Director of Maintenance/Transportation.

2. Regularly inspects school area for health and safety hazards. 3. Prepares weekly report to Director of Maintenance/Transportation on work

completed. 4. Maintains tools, materials, and equipment used in performance of duties. 5. Maintains floors (sweep, mop, scrub, wax, buff, vacuum, shampoo, shake mats and



doors and sills. 11. Maintains lights (changes bulbs as needed and cleans lenses). 12. Maintains bathrooms (cleans and disinfects toilets; mops floors; cleans sinks, refills

toilet paper, towels, soap; cleans mirrors; cleans "writing"). 13. Cleans outside walks and playground blacktops. 14. Maintains building security (closes and locks doors, windows, gates, etc.) 15. Paints outside and inside of buildings. 16. Operates hand and power custodial equipment. DESIRABLE QUALIFICATIONS: 1. Physical ability to perform heavy manual labor. 2. Knowledge of equipment, tools, terms, and methods used in building and grounds

maintenance. 3. Ability to properly use tools and power equipment for custodial and building

maintenance work. 4. Ability to follow oral and written instructions. 5. Ability to establish and maintain effective working relationships with students,

teachers, public, and other District employees. 6. Maintain a neat personal appearance as appropriate for position.

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MAINTENANCE/CUSTODIAN CONTINUED REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. A minimum of two years of related custodial work experience. 3. License: Possession of a valid California Operators License. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to




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MAINTENANCE SPECIALIST DEFINITION: Under the general supervision, performs all maintenance and repairs of the school district’s facilities and equipment. Performs other related tasks as required. DUTIES AND RESPONSIBILITIES: 1. Maintains, operates, and is certified in the heating, cooling and refrigeration

systems in all school and district buildings. 2. Performs building maintenance, routine carpentry, electrical construction, repairs to

roofing, replacement of windows, general construction, cabinet making and shelving, remodeling and construction of new buildings, routine painting, installation and repair of floor covering and walls.

3. Repairs and refinishes furniture. 4. Repairs and installs masonry. 5. Re-keys doors. 6. Repairs and installs plumbing and its related components. 7. Installs, maintains and repairs fire alarms, intercoms, clocks and telephone

systems. 8. Is responsible for trouble shooting and making repairs to such equipment as

heaters, light fixtures, electrical circuits, kitchen, refrigeration, shop, and media equipment.

9. Responds to emergency calls. 10. Maintains accurate work records and completes District, State, and Federal forms

as required. 11. Assists in the development/training and implementation of emergency procedures. 12 Performs minor vehicle related maintenance. 13. Receives, prioritizes and coordinates work requests for maintenance of repair

needs. 14. Regularly inspects school area for health and safety hazards. 15. Performs other related duties as assigned. DESIRABLE QUALIFICATIONS: 1. Ability to perform all maintenance/construction responsibilities at a Journey Level

equivalency. 2. Possession or ability to obtain EPA/HFC universal certification card. 3. Knowledge of modern methods, materials, and equipment and their uses in

maintenance and repair work. 4. Maintain a neat personal appearance as appropriate for position.

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MAINTENANCE SPECIALIST CONTINUED REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Skilled in use and maintenance of tools and materials necessary to complete duties

and responsibilities. 3. Must possess skill in jobs requiring mechanical ability. 4. Physical ability to perform heavy manual labor. 5. Ability to follow oral or written directions accurately. 6. Ability to work from sketches, drawings, and blueprints. 7. Possession of a valid commercial California driver=s license 8. Ability to maintain work records in an accurate and timely manner. 9. Skilled in use of arc welding and oxy/acetylene torch operation. 10. Ability to install, trouble shoot and repair I.S.D.N. systems to operational standards. 11. Ability to install, repair and operate telephone systems. 12. Ability to cut and fit pipe for water/gas/sewage, and electrical applications. 13. Ability to cut and fabricate sheet metal for any applicable installations. 14. Ability to work effectively and cooperatively with fellow employees, teachers,

administrators and students. 15. Five (5) years experience in related responsibilities. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS 1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to




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OFFICE CLERK DEFINITION: Under the general supervision of the on-site administrator, performs varied clerical duties. EXAMPLES OF DUTIES: 1. Greets visitors, determines their needs and directs them to the proper person. 2. Answers office phone and responds appropriately to requests for information. 3. Files correspondences, invoices, cards or other records in prescribed manner. 4. Reads incoming material and sorts it according to recipient. 5. Types a variety of materials such as letters, student records, reports, memos, etc.

from rough draft or corrected copy. 6. Verifies student absences and totals on report forms, requisitions, etc. 7. Enrolls new students. 8. Takes care of children who are ill or have simple injuries. 9. Operates various office machines. 10. Performs other related work as required. DESIRABLE QUALIFICATIONS: 1. Ability to type at a speed of 40 net words a minute. 2. Ability to perform a variety of clerical work involving use of independent judgment

and requiring accuracy and speed. 3. Ability to perform job assignments with numerous interruptions. 4. Ability to compile and maintain accurate and complete records and reports. 5. Ability to complete detailed work with accuracy. 6. Ability to learn and interpret specific rules and policies and apply them with good

judgment. 7. Ability to understand and carry out oral and written instructions. 8. Ability to develop and maintain effective working relationships with teachers,

students, other employees, and the public. 9. Basic knowledge of computer use and operation. 10. Ability to work effectively with students, fellow employees and school officials. 11. The ability to meet the public tactfully and courteously. 12. Maintain a neat personal appearance. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to


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INTENTIONALLY BLANK

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PARAPROFESSIONAL DEFINITION: Under direction of the classroom teacher and the supervision of the Principal, assists students with classroom work and assists the teacher in conducting the instructional program; performs related clerical tasks. EXAMPLES OF DUTIES 1. Instructs individuals and groups under the regular direction of the teacher. 2. Performs bookkeeping functions which include filing which may require using

computer and necessary software. 3. Prepares, distributes and collects supplies and materials. 4. Supervises non-instructional student activities as directed by the Principal, i.e. yard

duty/cafeteria duty. Cafeteria duty includes supervision of students, taking lunch count, and supervising the dispensing of beverages.

5. Prepares instructional and display materials, classroom charts, bulletin boards, and student displays.

6. Maintains appropriate student behavior with individuals and groups by applying class and District rules. Assigns minor disciplinary actions to misbehaving students and communicates such actions to the teacher.

7. Operates duplicating and audio visual equipment, within the employee's training experience.

8. Performs general clerical assistance to teachers in preparing classroom materials; may operate typewriters and calculators and computers.

9. May also provide clerical coverage in a school office. 10. Performs non-custodial duties of straightening, shelving, segregating stock and

other room keeping duties. 11. Supervises individuals and groups when away from the classroom such as field

trips, visiting other classrooms or the library. 12. May orient and train new Paraprofessionals. 13. Monitors individual and group testing. 14. Corrects tests, quizzes, and daily assignments from answer sheets. 15. Under the direction of the teacher, performs minor first aid for students and

encourages safe practices. 16. Operates a variety of modern office equipment including personal computers and

related software. 17. May assist students with the Internet. 18. Maintains student/teacher confidentiality. PARAPROFESSIONALS WORKING WITH SDC – 5% salary increase may perform additional responsibilities including but not limited to:

1. Provides physical escort and assistance to students as needed and attends to personal needs of students (person hygiene).

2. Provides physical exercises when prescribed.

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PARAPROFESSIONAL CONTINUES 3. Guides student(s) in working and playing harmoniously with others. 4. Participates in daily and long-range lesson planning in order that student may

function in an orderly environment. 5. Ability to work with students with psychological, neurological or behavioral

problems. 6. Ability to deal effectively and patiently with students special needs. 7. Attends clinics and meeting relating to medical and physical needs of students. 8. Keeps daily journal of student’s progress. 9. Can physically lift student so as to meet student’s physical needs.

DESIRABLE QUALIFICATIONS: 1. Ability to work cooperatively with students, teachers, and the public. 2. Ability to perform simple clerical work and minor typing tasks. 3. Ability to understand and follow oral and written instructions. 4. Maintain a neat personal appearance. PARAPROFESSIONAL CONTINUED REQUIRED: 1. High School diploma or equivalent. 2. Must have NCLB paraprofessional certificate or AA degree or 48 college units. EXPERIENCE: Experience working with school-age children. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to


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PHYSICAL EDUCATION TECHNICIAN DEFINITION: Under the direction of the teacher and the direction and supervision of the principal, assists in the physical education program at the school site; assists students with classroom work and assists the teacher in conducting the instructional program; performs related clerical tasks. EXAMPLES OF DUTIES: 1. Provides structured physical education activities for students at the site. 2. Arranges physical education schedules with the classroom instructional schedule

and availability of physical education facilities. 3. Works with the building principal and teachers to develop special physical activities. 4. Maintains required equipment and requests repairs and replacement as needed. 5. Is able to communicate to the teaching staff any problems or changes in the day-to-

day program. 6. Instructs individuals and groups in academic subjects under the direction of a

teacher. 7. Performs general clerical assistance to teachers which may include correction of

student work. 8. Supervises individuals and groups when away from the classroom. 9. Under the direction of the teacher, performs minor first aid for students and

encourages safe practices. DESIRED QUALIFICATIONS: 1. Completion of college level courses in physical education, recreation, or related

experience. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Ability to organize tasks and work in an independent manner 3. Ability to direct activities for groups of students that will enhance their physical

education knowledge and skills. 4. Ability to work cooperatively with students, teachers, and the public. 5. Must have paraprofessional certificate. 6. Experience working with school age children. 7 Maintain a neat personal appearance. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

reach and dexterity of hands. 3. Is subject to inside and outdoor environmental conditions.

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PRESCHOOL ENTRY LEVEL TEACHER

DEFINITION:

EXAMPLE OF DUTIES:

1. Responsible for delivery of quality ECE service to children and their families.

2. Assist in administration and implementation of preschool budget.

3. Maintain programs that adhere to State and Federal regulations.

4. Must work effectively with diverse populations, parents and families.

5. Provide information about the program to interested persons and groups.

6. Responsible for assisting in maintaining records of students enrolled.

7. Must be a leader in the field of ECE keeping abreast of the current trends, legislation and

regulations.

DESIRABLE QUALIFICATIONS:

REQUIRED QUALIFICATIONS:

1. Prior to employment, a teacher shall meet the requirements below:

A teacher shall have completed, with passing grades, (a) at least

six postsecondary semester or equivalent quarter units of

Child Development or Early Childhood Education or (b) shall

have obtained a Child Development Assistant Permit issued

by the California Commission on Teacher Credentialing.

After employment, a teacher hired under (a) above shall complete,

with passing grades, at least two units each semester or quarter until

the education requirement specified for a fully qualified teacher is met.

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS:

1. Require vision (which may be corrected) to read small print.

2. Require the mobility to stand, stoop, reach, bend, and crawl. Require mobility of

arms to reach and dexterity of hands. Sitting or standing for extended periods of time.

3. Is subject to inside environmental conditions.

4. Lifting and carrying moderately heavy children and objects.

5. Hearing and speaking to communicate with children and parents.

approved by Board 10/19/2005

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PRESCHOOL INSTRUCTOR/ASSISTANT DEFINITION: Under the direction of an assigned supervisor, provide quality child care and a safe and loving environment for children in an early care and education center or program; assist with planning and implementing a variety of activities to meet the needs and interests of the children; participate in activities with assigned group of children. EXAMPLES of DUTIES 1. Provide quality child care and a safe and loving environment for the children in an

assigned early care and education center or program; provide assistance in areas of hygiene, nutrition and child care.

2. Assist with planning and implementing a variety of activities to meet the needs and interests of the children; supervise children in outdoor play activities; implement indoor play and activities during inclement weather. 3. Participate in activities for children; assure that children are interacting in age- appropriate activities; escort children outside for various activities. 4. Provide for the safety of the children as required; respond to a child’s needs and

problems in a patient, caring and sensitive manner. 5. Assist with breakfast, snack and lunch time as assigned including paperwork; clean

up eating areas and wash children’s hands and faces after play times and meals as needed.

6. Assist in daily health checks and observance of the physical well-being of students. 7. Provide guidance, assistance, and encouragement with various projects; assist in

promoting a healthy self-image and self-esteem. 8. Prepare and maintain daily logs and attendance charts related to daily activities. 9. Maintain a clean, safe, sanitary and orderly early care and education environment; clean and set up toys and other materials. 10. Perform related duties as assigned. DESIRABLE QUALIFICATIONS: 1. Basic principles and practices of early child development including proper care and

discipline. 2. Basic record-keeping techniques. 3. Oral and written communication skills. 4. Interpersonal skills using tact, patience and courtesy. 5. Safety and health practices and precautions. 6. Proper role model for program children. 7. Use positive and proper methods of child control and behavior modification.

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PRESCHOOL INSTRUCTOR/ASSISTANT CONTINUED REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Must have paraprofessional certificate. 3. Ability to apply and explain rules, regulations and procedures of the program. 4. Maintain a neat personal appearance. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach, bend, and crawl. Require mobility of


3. Is subject to inside environmental conditions. 4. Lifting and carrying moderately heavy children and objects. 5. Hearing and speaking to communicate with children and parents.

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PRESCHOOL SITE SUPERVISOR/TEACHER DEFINITION: EXAMPLE OF DUTIES: 1. Responsible for delivery of quality ECE service to children and their families. 2. Administration and implementation of C.D. budget. 3. Maintain programs that adhere to State and Federal regulations. 4. Conduct regular site meetings with assistants as well as program meetings. 5. Must work effectively with diverse populations, parents and families. 6. Provide information about the program to interested persons and groups. 7. Responsible for maintaining records of students enrolled. 8. Must be a leader in the field of ECE keeping abreast of the current trends,

legislation and regulations. 9. Responsible for the program curriculum planning teaching implementation. 10. Assist in establishing criteria for evaluation of program and student services. DESIRABLE QUALIFICATIONS: REQUIRED QUALIFICATIONS: 1. Teaching or Administrative credential with Site Supervisor qualifications. Twenty-

four (24) units ECE with six (6) units administration and two (2) units of adult supervision. Prior to employment a teacher shall meet the requirements below:

2. A teacher shall have completed, with passing grades, at least six postsecondary semester or equivalent quarter units of the education requirement specified as such: (1) twelve postsecondary semester or equivalent quarter units in early childhood education or child development completed, with passing grades, at an accredited or approved college or university; and at least six months of work experience in a licensed child care center or comparable group child care program; or (2) shall have obtained a Child Development Assistant Permit issued by the California Commission on Teacher Credentialing.

3. After employment, a teacher hired under requirements listed above shall complete, with passing grades, at least two units each semester or quarter until the education requirement specified above is met.

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach, bend, and crawl. Require mobility of


3. Is subject to inside environmental conditions. 4. Lifting and carrying moderately heavy children and objects. 5. Hearing and speaking to communicate with children and parents.

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INTENTIONALLY BLANK

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SECRETARY DEFINITION: Under general direction of the Principal, serves as the secretary at a school site; performs a wide variety of skilled secretarial and clerical work; performs other related duties as assigned. 1. Operate personal computer hardware and related software and be able to operate

the Internet. 2. Responsible for the operation procedures, supplies, and equipment used in the

school office. May order, receive and distribute supplies. 3. Researches, prepares, disseminates, and files school reports, forms, records, cum

records, registers, etc. 4. Serves as the school receptionist. Responds to phone, mail deliveries, and visitors. 5. Maintains a calendar showing all school related activities and the Principal's

calendar. 6. Acts as liaison and maintains good communication between parents, staff,

administration and the public. 7. Prepares correspondence for Principal, including letters, bulletins, memos, notices,

etc., including material of a confidential nature. 8. Registers new students, makes transfers, and follows Principal's direction in

making classroom assignments. 9. Receiving, accounts for money from school lunch, class projects, and special

projects. 10. Maintains official bulletin boards and official notices. 11. Maintains school, District and state forms. 12. Operates school office machines, such as typewriter, computers, fax machine,

intercom, adding machine, dry copier, etc. 13. Communicates with parents regarding absence excuses, lunch charges, illness and

injuries and discipline reports. 14. Administers first aid in the absence of the school nurse. 15. Makes student appointments with principal and supports staff. 16. Records all fire and disaster drills as required by law. 17. Maintains teacher substitute and aide substitute lists. 18. Dispense medication to student with doctor=s approval and under the direction of

school nurse. DESIRABLE QUALIFICATIONS: 1. Knowledge of office practices and procedures. 2. Knowledge of the principles of business letters and report writing including the use

of good English, spelling and punctuation. 3. Knowledge of the collection and organization of data and information. 4. Ability to work effectively with students, fellow employees and school officials.

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SECRETARY CONTINUED 5. The ability to meet the public tactfully and courteously. 6. Ability to type at a speed of 60 net words per minute. 7. Ability to follow oral and written instructions. 8. Ability to work independently and to plan and organize work. 9. Basic knowledge of computer operation. 10. Maintain a neat personal appearance. REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent (including or supplemented by college level

business courses) and four years of increasingly responsible clerical and secretarial experience.

2. First Aid Certificate: Possession of an appropriate valid Red Cross First Aid Certificate.

PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to

each and dexterity of hands. 3. Is subject to inside environmental conditions.

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SPECIAL EDUCATION CLERK DEFINITION: Under the general supervision of the on-site administrator, performs varied clerical duties. EXAMPLES OF DUTIES: 1. Greets visitors, determines their needs and directs them to the proper person. 2. Answers office phone and responds appropriately to requests for information. 3. Files correspondences, invoices, cards or other records in prescribed manner. 4. Reads incoming material and sorts it according to recipient. 5. Types a variety of materials such as letters, student records, reports, memos, etc.

from rough draft or corrected copy. 6. Verifies student absences and totals on report forms, requisitions, etc. 7. Enrolls new students. 8. Takes care of children who are ill or have simple injuries. 9. Operates various office machines. 10. Input data for all Special Education students of the district and related work as

required. 11. Work with psychologist, nurse, special day teacher, resource teacher and site

administrator to schedule IEP meetings. 12. Schedule Student Study Team meetings. 13. Types nurse’s Health and Development reports. 14. Notify parents and related personnel of IEP meeting at least ten days in advance. 15. Do Title I reports for qualified students. 16. Dispense medication to students with doctor=s approval and under the direction of

the school nurse. 17. Performs other related work as required. DESIRABLE QUALIFICATIONS: 1. Ability to type at a speed of 40 net words a minute. 2. Ability to perform a variety of clerical work involving use of independent judgment

and requiring accuracy and speed. 3. Ability to perform job assignments with numerous interruptions. 4. Ability to compile and maintain accurate and complete records and reports. 5. Ability to complete detailed work with accuracy. 6. Ability to learn and interpret specific rules and policies and apply them with good

judgment. 7. Ability to understand and carry out oral and written instructions. 8. Ability to develop and maintain effective working relationships with teachers,

students, other employees, and the public. 9. Basic knowledge of computer use and operation. 10. Ability to work effectively with students, fellow employees and school officials; and

the ability to meet the public tactfully and courteously. 11. Ability to work within deadlines. 12. Maintain a neat personal appearance.

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SPECIAL EDUCATION CLERK CONTINUED REQUIRED QUALIFICATIONS: 1. High School diploma or equivalent. 2. Applicable experience, education or training related to the above areas. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS: 1. Require vision (which may be corrected) to read small print. 2. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to


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YARD DUTY/LUNCH ROOM

DEFINITION: Under general supervision, to supervise all activities of students during recess and in the cafeteria during lunch; and do other related work as required. EXAMPLES OF DUTIES: Supervises students in an assigned area, inside or outside, guiding their routine activities of eating, playing and other functions; supervises students at play, directing play activities and the use of play equipment; assists in establishing and maintaining an environment that stimulates growth of desirable social, emotional, and health habits; reports cases of unusual behavior or other problems; observes and reports safety hazards; prevents children from engaging in unsafe activities. DESIRABLE QUALIFICATIONS: 1. Ability to work cooperatively with students, teachers, and the public. 2. Ability to perform simple clerical work and minor typing tasks. 3. Ability to understand and follow oral and written instructions. 4. Maintain a neat personal appearance. REQUIRED: 1. High School diploma or equivalent 2. CPR/First Aid Certificate must be completed in the probationary period. EXPERIENCE: Experience working with school-age children. PHYSICAL REQUIREMENTS AND WORKING CONDITIONS:

1. Require the mobility to stand, stoop, reach and bend. Require mobility of arms to reach and dexterity of hands.

2. Is subject to inside and outside environmental conditions.

negotiated and agreed 5/2/2007

AGREEMENT BETWEEN THE PACHECO UNION … 7: HOURS OF EMPLOYMENT AND OVERTIME COMPENSATION 14 7.1 Work...

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